1
This text was adapted by The Saylor Foundation under a Creative
Commons Attribution-NonCommercial-ShareAlike 3.0 License without
attribution as requested by the work’s original creator or licensee.
http://creativecommons.org/licenses/by-nc-sa/3.0/
http://creativecommons.org/licenses/by-nc-sa/3.0/
2
Chapter 3
Family Businesses
Westbrook Lobster
Source: Used with permission, Michael Larivere, manager, Westbrook Lobster, Wallingford,
CT.
In 1957, Westbrook Lobster opened in Westbrook, Connecticut, as a specialized lobster and fish
market. As time went on, the company expanded to offer a comprehensive range of fish, shrimp,
and prepared foods. In 1989, Larry Larivere, who grew up near the docks of New Bedford,
Massachusetts, bought the business and had a dream of expanding the business with a seafood
restaurant.
Fast forward to 2004. Larry and his two sons, Michael (an environmental science major) and
Matthew (a business major), opened up their second restaurant in Wallingford, Connecticut. It
overlooks the Quinnipiac River in the historic Yale Brother’s Mill built in the late 1670s.
Originally a grain mill, later converted to a German and Britannia silver spoon factory, and
finally converted into a restaurant, the building was rich with history.
Michael speaks easily about the value that Westbrook Lobster offers its customers: high quality
food, great service…and visiting the tables while people are dining. He sees these visits as an
important part of the relationships that he has built with his customers over the years.
Westbrook customers eagerly await the monthly postcards that are sent out that feature dining
specials, discounts, and coupons. He tries to get the postcards out early and actually receives
phone calls if they are not received early. Many people have come to depend on them. Michael
says that these postcards definitely give the restaurant its greatest return. The restaurant has a
presence on Facebook, but that is geared to the bar crowd—a younger crowd.
3
Technology plays an important but mixed part in the restaurant’s operations. Michael says that
it is tough to run a restaurant these days without technology tools like POS (point of service)
systems. These systems include touch screens for placing orders and paying for food items.
Interestingly, however, most food vendors still do their business face to face (or telephone to
telephone), choosing to stick with personal relationships. Only a few suppliers, such as liquor
vendors, accept orders online.
The current Westbrook Lobster website was created by Michael and Matthew using services
from intuit.com. They built the site themselves and are proud to note that restaurant gift cards
can now be purchased directly from the site. This is a perfect example of Web 2.0 capabilities.
As far as running the business, currently fifty employees strong, Larry Larivere (Dad) is brought ...
Chp1 The Foundations Of EntrepreneurshipAwais Ahmed
This document provides an overview of entrepreneurship and introduces several key concepts:
- It defines an entrepreneur as someone who creates a new business by identifying opportunities and assembling resources to capitalize on them, despite risks. Entrepreneurship is important for economic growth.
- Research has identified some common traits of entrepreneurs, including a desire for responsibility, preference for calculated rather than extreme risks, and a drive for achievement.
- The document also profiles several famous entrepreneurs like Ryan Friedlinghaus of West Coast Customs, Sean "P. Diddy" Combs, Suzanne Somers, Paul Newman, and Kathy Ireland to illustrate different paths to entrepreneurship.
Saylor URL: http://www.saylor.org/books Saylor.org
1
This text was adapted by The Saylor Foundation under a Creative
Commons Attribution-NonCommercial-ShareAlike 3.0 License without
attribution as requested by the work’s original creator or licensee.
http://creativecommons.org/licenses/by-nc-sa/3.0/
http://www.saylor.org/books
http://creativecommons.org/licenses/by-nc-sa/3.0/
http://creativecommons.org/licenses/by-nc-sa/3.0/
Saylor URL: http://www.saylor.org/books Saylor.org
2
Preface
Imagine a text that your students might actually read. Imagine a book that is the core of your course
without the bloat. Imagine a book that uses customer value, digital technology, and cash flow as key
themes rather than afterthought add-ins. Imagine a text that contains extensive ancillary materials—
PowerPoints, websites, videos, podcasts, and guides to software—all geared to enhancing the educational
experience. Sound good? Small Business Management in the 21st Century is your text.
This text offers a unique perspective and set of capabilities for instructors. It is a text that believes “less
can be more” and that small business management should not be treated as an abstract theoretical concept
but as a practical human activity. It emphasizes clear illustrations and real-world examples.
The text has a format and structure that will be familiar to those who use other books on small business
management, yet it brings a fresh perspective by incorporating three distinctive and unique themes that
are embedded throughout the entire text. These themes ensure that students see the material in an
integrated context rather than a stream of separate and distinct topics.
First, we incorporate the use of technology and e-business as a way to gain competitive advantage
over larger rivals. Technology is omnipresent in today’s business world. Small business must use it to its
advantage. We provide practical discussions and examples of how a small business can use these
technologies without having extensive expertise or expenditures.
Second, we explicitly acknowledge the constant need to examine how decisions affect cash flow by
incorporating cash flow impact content in several chapters. As the life blood of all organizations, cash
flow implications must be a factor in all business decision making.
Third, we recognize the need to clearly identify sources of customer valueand bring that
understanding to every decision. Decisions that do not add to customer value should be seriously
reconsidered.
Another unique element of this text is the use of Disaster Watch scenarios. Few texts cover, in any
detail, some of the major hazards that small business managers face. Disaster Watch scenarios, included
in most chapters, cover topics that include financing, bankers, creditors, employees, economic downturns,
and marketing challenges.
http://creativecommons.org/licenses/by-nc-sa/3.0/
http://www.saylor.org/books
Saylor URL: ht.
This document discusses the nature and importance of family businesses. It defines a family business as a commercial organization where decision-making is influenced by multiple family generations through leadership and ownership. It notes that family businesses differ from owner-manager firms by having a multigenerational dimension and family influence that create unique dynamics. Family businesses also face unique challenges compared to corporate businesses because family members often fill both managerial and ownership roles. The document outlines different types of family business structures and notes the long-term strategic outlook, profitability, resilience, and philanthropic activities that make family businesses important contributors to society and local economies.
This document is the October 2014 edition of Family Office Monthly, a newsletter from the Family Offices Group association. It provides information on upcoming family office conferences, articles on myths in the family office industry and the costs of staff turnover. It also advertises family office training resources and books. The newsletter is aimed at keeping family offices informed of industry news and events.
Outfront layout copy; copy by Anita Tyler for University of Louisville School...Anita Tyler
This document summarizes insights from the advisory board of the University of Louisville's Family Business Center on the local business climate for 2013. Key points include:
- The local business climate is seen as "flat," "uncertain," and apprehensive. Growth is not expected to increase much in 2013.
- The biggest challenge is estate planning and tax increases, making generational transfers of family businesses more difficult.
- Opportunities exist in acquiring other struggling companies and improving operations, but access to capital remains challenging.
The document discusses how family businesses differ from other businesses in their approach to long-term strategy and innovation. It notes that family businesses are focused on multi-generational continuity rather than short-term gains, allowing them to plan decades and centuries into the future. Key factors that enable family businesses to innovate include their dynastic will to pass the business down through generations, mission statements tied to family values, leaders with longer tenure for strategic planning, and strong lasting relationships with stakeholders. The document argues that these same principles of long-term thinking, valuing tradition, and relationship-building could benefit non-family businesses as well.
Bacon's Rebellion in 1676 saw Virginia planter Nathaniel Bacon lead armed colonists in an uprising against the rule of Governor William Berkeley. Dissatisfied with Berkeley's policies towards Native Americans, Bacon and his followers attacked local Indian tribes which led to open warfare between the colonists and the governor. Though ultimately defeated, Bacon's Rebellion highlighted growing class and political tensions between wealthy landowners and small farmers and laborers in colonial Virginia.
Chp1 The Foundations Of EntrepreneurshipAwais Ahmed
This document provides an overview of entrepreneurship and introduces several key concepts:
- It defines an entrepreneur as someone who creates a new business by identifying opportunities and assembling resources to capitalize on them, despite risks. Entrepreneurship is important for economic growth.
- Research has identified some common traits of entrepreneurs, including a desire for responsibility, preference for calculated rather than extreme risks, and a drive for achievement.
- The document also profiles several famous entrepreneurs like Ryan Friedlinghaus of West Coast Customs, Sean "P. Diddy" Combs, Suzanne Somers, Paul Newman, and Kathy Ireland to illustrate different paths to entrepreneurship.
Saylor URL: http://www.saylor.org/books Saylor.org
1
This text was adapted by The Saylor Foundation under a Creative
Commons Attribution-NonCommercial-ShareAlike 3.0 License without
attribution as requested by the work’s original creator or licensee.
http://creativecommons.org/licenses/by-nc-sa/3.0/
http://www.saylor.org/books
http://creativecommons.org/licenses/by-nc-sa/3.0/
http://creativecommons.org/licenses/by-nc-sa/3.0/
Saylor URL: http://www.saylor.org/books Saylor.org
2
Preface
Imagine a text that your students might actually read. Imagine a book that is the core of your course
without the bloat. Imagine a book that uses customer value, digital technology, and cash flow as key
themes rather than afterthought add-ins. Imagine a text that contains extensive ancillary materials—
PowerPoints, websites, videos, podcasts, and guides to software—all geared to enhancing the educational
experience. Sound good? Small Business Management in the 21st Century is your text.
This text offers a unique perspective and set of capabilities for instructors. It is a text that believes “less
can be more” and that small business management should not be treated as an abstract theoretical concept
but as a practical human activity. It emphasizes clear illustrations and real-world examples.
The text has a format and structure that will be familiar to those who use other books on small business
management, yet it brings a fresh perspective by incorporating three distinctive and unique themes that
are embedded throughout the entire text. These themes ensure that students see the material in an
integrated context rather than a stream of separate and distinct topics.
First, we incorporate the use of technology and e-business as a way to gain competitive advantage
over larger rivals. Technology is omnipresent in today’s business world. Small business must use it to its
advantage. We provide practical discussions and examples of how a small business can use these
technologies without having extensive expertise or expenditures.
Second, we explicitly acknowledge the constant need to examine how decisions affect cash flow by
incorporating cash flow impact content in several chapters. As the life blood of all organizations, cash
flow implications must be a factor in all business decision making.
Third, we recognize the need to clearly identify sources of customer valueand bring that
understanding to every decision. Decisions that do not add to customer value should be seriously
reconsidered.
Another unique element of this text is the use of Disaster Watch scenarios. Few texts cover, in any
detail, some of the major hazards that small business managers face. Disaster Watch scenarios, included
in most chapters, cover topics that include financing, bankers, creditors, employees, economic downturns,
and marketing challenges.
http://creativecommons.org/licenses/by-nc-sa/3.0/
http://www.saylor.org/books
Saylor URL: ht.
This document discusses the nature and importance of family businesses. It defines a family business as a commercial organization where decision-making is influenced by multiple family generations through leadership and ownership. It notes that family businesses differ from owner-manager firms by having a multigenerational dimension and family influence that create unique dynamics. Family businesses also face unique challenges compared to corporate businesses because family members often fill both managerial and ownership roles. The document outlines different types of family business structures and notes the long-term strategic outlook, profitability, resilience, and philanthropic activities that make family businesses important contributors to society and local economies.
This document is the October 2014 edition of Family Office Monthly, a newsletter from the Family Offices Group association. It provides information on upcoming family office conferences, articles on myths in the family office industry and the costs of staff turnover. It also advertises family office training resources and books. The newsletter is aimed at keeping family offices informed of industry news and events.
Outfront layout copy; copy by Anita Tyler for University of Louisville School...Anita Tyler
This document summarizes insights from the advisory board of the University of Louisville's Family Business Center on the local business climate for 2013. Key points include:
- The local business climate is seen as "flat," "uncertain," and apprehensive. Growth is not expected to increase much in 2013.
- The biggest challenge is estate planning and tax increases, making generational transfers of family businesses more difficult.
- Opportunities exist in acquiring other struggling companies and improving operations, but access to capital remains challenging.
The document discusses how family businesses differ from other businesses in their approach to long-term strategy and innovation. It notes that family businesses are focused on multi-generational continuity rather than short-term gains, allowing them to plan decades and centuries into the future. Key factors that enable family businesses to innovate include their dynastic will to pass the business down through generations, mission statements tied to family values, leaders with longer tenure for strategic planning, and strong lasting relationships with stakeholders. The document argues that these same principles of long-term thinking, valuing tradition, and relationship-building could benefit non-family businesses as well.
Bacon's Rebellion in 1676 saw Virginia planter Nathaniel Bacon lead armed colonists in an uprising against the rule of Governor William Berkeley. Dissatisfied with Berkeley's policies towards Native Americans, Bacon and his followers attacked local Indian tribes which led to open warfare between the colonists and the governor. Though ultimately defeated, Bacon's Rebellion highlighted growing class and political tensions between wealthy landowners and small farmers and laborers in colonial Virginia.
Family Office Elite Magazine is dedicated entirely to Family Offices, HNWI and Wealth Management Firms. This publication delivers passionate and creative coverage to the global Family Office communities. We have contributions and editorials from many of the worlds recognized industry experts in wealth management and the Family Office Sector. Family Office Elite Magazine is a must for any serious professional who wants to stay apprised of current trends within this specialist sector.
Essay On Use Of Internet A Blessing Or CurseMelissa Bailey
The document discusses the state of Eastland's waste disposal regulation and a court case regarding its constitutionality. It argues that the regulation is neither discriminatory nor protectionist and that setting licensing requirements for waste disposal falls under the state's autonomy and police powers to protect public health and safety. It distinguishes the case from a prior Supreme Court decision, arguing Eastland is pursuing a legitimate interest, not favoring any private entity, by having funded a public waste disposal facility with taxpayer money.
151014_Speech_Competition not Complacency_Phil Edmands_AmChamPhilip Edmands
This document provides a summary of a speech given by Phil Edmands on national reform and individual productivity. Some key points:
- Australia lags other countries like Switzerland, Singapore, US, Germany and UK in competitiveness and innovation according to the World Economic Forum. Restrictive labor regulations are cited as the single greatest problem for doing business in Australia.
- National reform is needed to drive innovation and growth, protect Australia's high standard of living, and insulate against economic risks. However, achieving reform faces stasis due to lack of community engagement and business participation in the debate.
- For business to rebuild trust and credibility, they must engage the community, justify their actions, and reflect the diversity of the community
This document provides an introduction to entrepreneurship. It discusses the importance and increased interest in entrepreneurship. Corporate entrepreneurship and its use in established firms is described. Reasons people decide to become entrepreneurs include being their own boss, financial rewards, and pursuing their own ideas. Characteristics of successful entrepreneurs include passion for business, product/customer focus, tenacity despite failure, and execution intelligence. Common myths about entrepreneurs are also discussed, along with changing demographics and the economic impact of entrepreneurial firms. The entrepreneurial process consists of four steps - deciding to become an entrepreneur, developing business ideas, moving from idea to firm, and managing/growing the firm.
The Barbadian Entrepreneurship Context, A Youth PerspectiveKeeley Holder
A review of Barbadian Entrepreneurial Culture, looking at the difference between a small business owner and an entrepreneur and the development of Barbados and how it has influenced the entrepreneurial mindset
The document provides instructions for creating an account and submitting an assignment request on the HelpWriting.net website. It outlines a 5-step process: 1) Create an account with an email and password. 2) Complete a form with assignment details, sources, and deadline. 3) Review bids from writers and choose one. 4) Review the completed paper and authorize payment. 5) Request revisions if needed, and the site guarantees original, high-quality work or a refund.
- David Cameron gave a speech praising corporate social responsibility and the role of businesses in strengthening society.
- He argued that businesses are not just about making money but can help drive social progress by addressing issues like poverty, education, and public health.
- Cameron urged businesses to do more than just paying taxes and obeying laws, by taking on social responsibilities and collaborating with the government and non-profits to create a stronger society.
This document provides an overview of key concepts in entrepreneurship. It begins by outlining 10 chapter objectives covering topics like defining entrepreneurship, characteristics of successful entrepreneurs, and the entrepreneurial process. It then discusses the growing interest in entrepreneurship as evidenced by increasing books/courses. Entrepreneurship is defined as pursuing opportunities without regard to resources controlled. The document outlines reasons for becoming an entrepreneur, characteristics of successful entrepreneurs, common myths, and the economic and social impacts of entrepreneurial firms. It concludes by describing the four steps in the entrepreneurial process.
A keynote speech transcript from the 2007 Cosco Shipping Summit, given by the Foremost Group’s Angela Chao. Chao discusses running and developing a family business with family values in the global shipping industry, in world that’s rapidly changing financially, economically and technologically.
This document discusses the enduring nature of some family businesses throughout history. It notes that while the average business lifespan is around 25 years, some family businesses have survived for centuries by passing down values of fairness, stewardship, and adapting to changes in the marketplace. Centuries-old family businesses mentioned include a Japanese construction company founded in 578 AD, a Japanese hotel founded in 718 AD, and an Italian winery founded in 1385 AD. The document attributes the longevity of successful family businesses to strong governance structures, ethical values, and the ability to shift their focus in response to shifts in customer demand and business trends over time.
Families share how they have maintained and grown their wealth from generation to generation. While creating wealth is a wonderful achievement, business families are also concerned with how their wealth is used to support their values, the lives of their children and the well-being of the community.
Over several generations, families who are successful in growing their wealth have been able to reinvent themselves and their business in the face of significant environmental transformations and internal differences cause by family dynamics.
Borrowed from my Grandchildren is a fascinating look at how large, long-lasting business families succeed across generations. Author Dennis T. Jaffe, one of the leading architects of the field of family enterprise consulting, has interviewed members of successful, well known, 100-year family enterprises from 20 countries, who serve as role models for those wishing to see their wealth positively impact their children, employees, and communities. Half continue to own their legacy business and others have gone on to become family offices with a portfolio of shared assets, but all these families have sustained their values and identity as a family over more than three generations.
Offering the collected wisdom of nearly 100 global business families, this insightful book shares the real-life stories of partners in business and wealth management over three of more generations. Families that generate rather than reduce their wealth across generations, known as Generative Families, focus on engaging across generations and develop collaborative governance for both family and business to ensure responsible stewardship from one generation to the next. This unique resource: Presents real-life stories of families sustaining wealth over generations Explores both the successes and failures of retaining family wealth Includes rare private insights from members of prominent wealthy families Examines the nature of global family enterprises and their evolution over generations Discusses the financial, human, and social dimensions of wealth Borrowed from my Grandchildren: The Evolution of Stewardship in 100-Year Families is an essential read for family members, non-family executives, family offices, estate planning lawyers, family business consultants, trust officers, philanthropic and foundation advisors, financial advisors, financial planners, CPAs, and other finance professionals.
Happy Reading & Implementation
Buy College Application Essay. Online assignment writing service.Sandra Long
The document provides instructions for requesting an assignment writing service from HelpWriting.net. It outlines a 5-step process: 1) Create an account with valid email and password. 2) Complete a 10-minute order form providing instructions, sources, and deadline. 3) Review bids from writers and choose one based on qualifications. 4) Review the completed paper and authorize payment if satisfied. 5) Request revisions to ensure satisfaction, and the company offers refunds for plagiarized work.
This document provides instructions for conducting a multistep synthesis chemistry experiment. The steps are:
1. Create an account on the site and provide login credentials.
2. Complete a 10-minute order form providing instructions, sources, deadline, and attaching a sample work.
3. Review bids from writers and choose one based on qualifications, history, and feedback to start the assignment.
4. Ensure the completed work meets expectations and authorize payment, or request free revisions.
5. Request multiple revisions until fully satisfied with the high-quality, original content, receiving a refund if plagiarized.
Financial Aid Essay. 002 Financial Need Essay Example Scholarship Examples Al...Megan Wilson
Impressive Financial Aid Essay ~ Thatsnotus. Imposing Financial Need Scholarship Essay ~ Thatsnotus. 016 Essay Example Sample For Financial Need Scholarship Topics Why Do I .... 4 Ways to Write a Financial Aid Statement - wikiHow. How to Write a Great Financial Aid Appeal Letter | Financial aid for .... Financial Need Scholarship Essay - Describe Your Financial Need for .... Financial Need Scholarship Essay : Learn more about college scholarship .... The Student Guide to Financial Aid Essay Example | Topics and Well .... 026 Essay Example Application For Financial Aid Need ~ Thatsnotus.
The document discusses the author's mixed ethnic background, with her mother's side being Chinese American and African American and her father's side being German/Scottish/Irish/Danish. Growing up, the author felt less pressure to conform to an ethnic category in her culturally diverse neighborhood, but found the transition to the predominantly white and wealthy suburb of Chevy Chase to be uncomfortable. The author notes that she is often assumed to be Irish based solely on her married name.
1 Question Information refinement means taking the system requi.docxmercysuttle
1
Question: Information refinement means taking the system requirements you find during requirements determination and ordering them into tables, diagrams, and other formats that make them easier to translate into technical system specifications.
A
True
B
False
2
Question: Agile Methodologies focus on the roles that people perform.
A
True
B
False
3
Question: In the ____, like that shown in the accompanying figure, the result of each phase, which is called a deliverable or end product, flows sequentially into the next phase in the SDLC.
A
Interactive model
B
Requirements model
C
Waterfall model
D
Object model
4
Question: The goal of operational feasibility is to understand the degree to which a proposed system will likely solve the business problems or take advantage of opportunities.
A
True
B
False
5
Question: Which of the following focuses on the frequent production of working versions of a system that have a subset of the total number of required features?
A
Use-case modeling
B
Limited production
C
Structured analysis
D
Structured programming
E
Iterative development
6
Question: Component focusing allows the systems analyst to break a system into small, manageable, and understandable subsystems.
A
True
B
False
7
Question: Greater user involvement in the system development process usually results in ____.
A
Poorer communication
B
More satisfied users
C
Slower development times
D
Both b and c
8
Question: Agile approaches work best when the system being developed operates in a stable environment.
A
True
B
False
9
Question: Dependence of one part of the system on one or more other system parts best describes
A
Interrelated components
B
Component
C
Dependency
D
Cohesion
E
Boundary
10
Question: A systems development technique is the series of steps used to mark the phases of development for an information system.
A
True
B
False
11
Question: Analyzing an organization's activities to determine where value is added to products and/or services and the costs incurred best describes
A
Affinity clustering
B
Value chain analysis
C
Resource availability
D
Business process reengineering
E
Technical difficulty
12
Question: A ____ path includes all tasks that are vital to the project schedule.
A
Vital
B
Baseline
C
Critical
D
Foundational
13
Question: Referencing enterprise solutions, the difference between the modules and traditional approaches is that the modules are integrated to focus on the business functional areas, rather than on business processes.
A
True
B
False
14
Question: The document sent to vendors asking them to propose hardware and software that will meet the requirements of your new system is called a
A
Requirements statement
B
Systems service request
C
Baseline Project Plan
D
Business case
E
Request for proposal (RFP)
15
Question: The first step in creating a WBS is to ____.
A
Mark all recognizable events
B
Determine ...
1 pageApaSourcesDiscuss how an organization’s marketing i.docxmercysuttle
1 page
Apa
Sources:
Discuss how an organization’s marketing information skills and resources contribute to its distinctive capabilities
Refereence
Cravens, D., & Piercy, N. (2013). Strategic marketing (10th ed.). New York: McGraw-Hill.
1 page
A
pa
S
ources:
Discuss how an organization’s marketing information skills and resources contribute to its distinctive
capabilitie
s
Refereence
Cravens, D., & Piercy, N. (2013). Strategic marketing (10th ed.). New York: McGraw
-
Hill
.
...
1
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ECE2280 Homework #1
1. (a) Find 𝑉!/𝑉!
(b) Find the Thevenin equivalent between terminals a-b.
Assume that Vg is the input signal. Find the Thevenin equivalent between terminals a-b.
2. Use the solution from Problem 1.
(a)If Vg=2V DC, what is the output at Vo?
(b)If Vg=5V DC, what is the output at Vo?
(c)If Vg=sin(10t), what is the output at Vo? Make a rough sketch of Vo and Vg.
(d) Note that this is an amplifier – the output is linearly related to the input by a gain value. Mathematically, this is
expressed as:
𝑉𝑜𝑢𝑡
𝑉𝑖𝑛
= (𝑔𝑎𝑖𝑛)
For this circuit, what variable is Vout and Vin. What is the numerical gain value?
3. Sketch the following waveforms. Identify the dc component of the waveform and the ac component of the
waveform.
a. Vs=10cos(2πt)
b. Vs=3V+3cos(3t)
c. Vs=5V±0.5V
4. Explain in your own words the procedural steps for plotting Bode Plots. (Note: I would prepare this question for use
during an exam)
Use the following figure for Problems 5-10:
5. Derive the transfer function 𝐻 𝑠 =
!!
!!
by hand.
6 and 7. Use Multisim to draw the circuit and print it out.
8. Simulate the circuit in Mulitsim to obtain the Bode Plots for the circuit.
9. Use MATLAB and the result of the hand derivation to obtain the Bode Plots.
10. Sketch the straight-line approximation of the magnitude Bode plot on the same graph as that printed out in Problem 9.
Note that Multisim plots the results over frequency and the derived transfer function uses 𝜔.
+ _
10Ω
8v1
+
_
a
b
2v2
40Ω
+
v1
-
5Ω 40Ω
20Ω
6Ω
10Ω _
v2
+
Sales and Disposal of Assets
After reviewing the scenario, explain the impact that the adjusted basis has on the calculation of tax liability, and propose at least two (2) tax-planning strategies for reducing, eliminating, or deferring the payment of capital gains taxes. Also, discuss other alternatives aimed at optimizing deductions or reducing taxes, such as selling the property to an unrelated third party which, in turn, allows losses to be deductible expenses.
Imagine that you are a tax consultant and a client needs your advice on how to reduce his tax liability on the sale of depreciable assets that have not been fully depreciated. The client has identified three (3) long-term depreciable assets and assumes that he will be able to pay capital gains taxes on the profit from their sale. It would be to your client’s advantage to treat a taxable gain as long-term capital gain to which lower rates apply and a loss is categorized as an ordinary loss, which can offset ordinary loss, which can offset ordinary income. Discuss the treatment of gains and losses for Section 1231 and Section 1245 of the Internal Revenue Code, and recommend at least three (3) tax-planning strategies that would assist the client in reducing his tax liability. Provide support for you
1
PSYC 499: Senior Capstone
The Impact of the Social on the Individual
Class Syllabus
Spring/2020
Class Cycle: Monday - Sunday
Instructor: Tara West
Contact Information: [email protected]
Office Hours: Mondays, 2pm – 3pm (or by appointment)
NOTE: When emailing, please include your name and class in the subject line
Course Materials:
• Lesko, W.A. (2012). Readings in social psychology: General, classic, and contemporary
selections (8th ed.). New York, NY: Pearson. ISBN: 978-0-205-17967. (Required)
• American Psychological Association (2019). Concise Rules of APA Style (7th ed.).
Washington, DC: American Psychological Association. ISBN: 978-1433832178.
(Recommended)
Type of Course: Required
Field of Study: Psychology
Credits: 3 credits, undergraduate
Pre-requisites:
Completion of all required courses (Level 2 and Level 3) and permission.
Course Description:
All students will complete a senior research project under the direction of a faculty mentor, with a
topic within the track in which the student has completed at least three courses. This capstone
project will build upon work done in previous courses, allowing students to apply methods of
scholarly and/or action research to specific psychological issues. Projects may be completed in
small research groups or individually.
Course Summary:
This capstone project will build upon work completed in previous courses, allowing students to
apply methods of scholarly and/or action research to the field of Social Psychology, specifically the
impact of the social world on individuals.
Course Goals:
The objectives for this course include: gaining a theoretical knowledge base about the interplay
between individuals and their environments, gaining first-hand experience with the many steps
involved with research, the interpretation of research, and the presentation of research, using APA
formatting. Likewise, you will increase your familiarity with reading (and finding) primary sources.
Although only a few of you may pursue careers as researchers, all of you are consumers of research.
As such, a major goal for this course is to develop your capacity to critically think about, evaluate,
and critique the scientific evidence that is often presented in journal articles, newspapers,
magazines, and on television.
2
Learning Objectives/ Outcomes:
o Students should be able to:
• Conduct a review of research in a specific area of Psychology.
• Understand the strengths and weaknesses of scientific research.
• Interpret and generalize appropriately from research results.
• Evaluate the appropriateness of conclusions derived from psychological research.
• Use the concepts, language, and major theories of the discipline to account for
psychological phenomena in the context of social psychology.
• Use reasoning to recognize, develop, defend, and criticize arguments.
• Articulate how psycholo ...
1 Politicking is less likely in organizations that have· adecl.docxmercysuttle
1 Politicking is less likely in organizations that have
·
adeclining resources
·
high role ambiguity
·
clear performance appraisal systems
·
democratic decision making
2 In convergent periods, the role of executive management is to
·
develop new strategies for the problems at hand
·
shift middle managers to promote new views
·
reemphasize the mission and core values
·
challenge middle managers to reinvent their departments
3 Periods of convergence are those in which an organization
·
is in turmoil
·
seeks to improve its situation with relatively minor changes
·
must downsize to conserve resources
·
employs new strategies to advance the organization
4 Transformational change in an organization
·
is always necessary to some degree
·
is best delivered by a top-down plan
·
has no defined formula
·
is best delivered by a bottom-up plan
5 A person likely to participate in political behavior
·
believes he or she has little influence
·
has a desire for power
·
is a social nonconformist
·
is insensitive to social cues
6 To keep a strategy in focus, effective managers employ
·
rigid implementation
·
piecemeal implementation
·
simple goals
·
central themes
7 An influence tactic that relies on rank and enforcement of group goals is
·
legitimacy
·
coalitions
·
pressure
·
personal appeals
8 During organizational change, employee–management interfaces such as workshops and retreats
·
initiate
·
distract the participants from the real issues
·
help employees overcome downsizing issues
·
solve communication problems relatively short-term periods of high-energy action
9 Buck passing and scapegoating when politics is seen as a threat are forms of
·
defensive behaviors
·
offensive behaviors
·
suppression
·
aggression
10 A primary goal of politics in the workplace is to
·
exclude undesirable peers
·
form alliances
·
promote organizational goals
·
secure limited resources
11 Political behavior in the workplace
·
works only in an upward or lateral influence direction
·
attempts to influence decision making
·
is unlikely in a well-run organization
·
works only in a lateral influence direction
12 Impression management sends _____ messages that may be _____ under other circumstances.
·
false, true
·
ethical, unethical
·
true, false
·
convincing, unconvincing
13 The formulation and implementation of a strategy
·
are separate and sequential processes
·
must be completely defined before action is taken
·
are ongoing events within an organization
·
follow strict, unalterable guidelines
14 Surveys of seasoned managers reveal they believe politics in the workplace is
·
always unethical
·
part of some job requirements
·
a major part of organizational life
·
ineffective
15 With downward influence, power tactics preferred by U.S. managers include
·
personal appeals
·
inspirational appeals
·
coalitions
·
influence
16 Hard power tactics best influence those with which following characteristic?
·
High se ...
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1 Question Information refinement means taking the system requi.docxmercysuttle
1
Question: Information refinement means taking the system requirements you find during requirements determination and ordering them into tables, diagrams, and other formats that make them easier to translate into technical system specifications.
A
True
B
False
2
Question: Agile Methodologies focus on the roles that people perform.
A
True
B
False
3
Question: In the ____, like that shown in the accompanying figure, the result of each phase, which is called a deliverable or end product, flows sequentially into the next phase in the SDLC.
A
Interactive model
B
Requirements model
C
Waterfall model
D
Object model
4
Question: The goal of operational feasibility is to understand the degree to which a proposed system will likely solve the business problems or take advantage of opportunities.
A
True
B
False
5
Question: Which of the following focuses on the frequent production of working versions of a system that have a subset of the total number of required features?
A
Use-case modeling
B
Limited production
C
Structured analysis
D
Structured programming
E
Iterative development
6
Question: Component focusing allows the systems analyst to break a system into small, manageable, and understandable subsystems.
A
True
B
False
7
Question: Greater user involvement in the system development process usually results in ____.
A
Poorer communication
B
More satisfied users
C
Slower development times
D
Both b and c
8
Question: Agile approaches work best when the system being developed operates in a stable environment.
A
True
B
False
9
Question: Dependence of one part of the system on one or more other system parts best describes
A
Interrelated components
B
Component
C
Dependency
D
Cohesion
E
Boundary
10
Question: A systems development technique is the series of steps used to mark the phases of development for an information system.
A
True
B
False
11
Question: Analyzing an organization's activities to determine where value is added to products and/or services and the costs incurred best describes
A
Affinity clustering
B
Value chain analysis
C
Resource availability
D
Business process reengineering
E
Technical difficulty
12
Question: A ____ path includes all tasks that are vital to the project schedule.
A
Vital
B
Baseline
C
Critical
D
Foundational
13
Question: Referencing enterprise solutions, the difference between the modules and traditional approaches is that the modules are integrated to focus on the business functional areas, rather than on business processes.
A
True
B
False
14
Question: The document sent to vendors asking them to propose hardware and software that will meet the requirements of your new system is called a
A
Requirements statement
B
Systems service request
C
Baseline Project Plan
D
Business case
E
Request for proposal (RFP)
15
Question: The first step in creating a WBS is to ____.
A
Mark all recognizable events
B
Determine ...
1 pageApaSourcesDiscuss how an organization’s marketing i.docxmercysuttle
1 page
Apa
Sources:
Discuss how an organization’s marketing information skills and resources contribute to its distinctive capabilities
Refereence
Cravens, D., & Piercy, N. (2013). Strategic marketing (10th ed.). New York: McGraw-Hill.
1 page
A
pa
S
ources:
Discuss how an organization’s marketing information skills and resources contribute to its distinctive
capabilitie
s
Refereence
Cravens, D., & Piercy, N. (2013). Strategic marketing (10th ed.). New York: McGraw
-
Hill
.
...
1
R1
20
V1
1Vac
0Vdc R2
100
V
C1
3m
ECE2280 Homework #1
1. (a) Find 𝑉!/𝑉!
(b) Find the Thevenin equivalent between terminals a-b.
Assume that Vg is the input signal. Find the Thevenin equivalent between terminals a-b.
2. Use the solution from Problem 1.
(a)If Vg=2V DC, what is the output at Vo?
(b)If Vg=5V DC, what is the output at Vo?
(c)If Vg=sin(10t), what is the output at Vo? Make a rough sketch of Vo and Vg.
(d) Note that this is an amplifier – the output is linearly related to the input by a gain value. Mathematically, this is
expressed as:
𝑉𝑜𝑢𝑡
𝑉𝑖𝑛
= (𝑔𝑎𝑖𝑛)
For this circuit, what variable is Vout and Vin. What is the numerical gain value?
3. Sketch the following waveforms. Identify the dc component of the waveform and the ac component of the
waveform.
a. Vs=10cos(2πt)
b. Vs=3V+3cos(3t)
c. Vs=5V±0.5V
4. Explain in your own words the procedural steps for plotting Bode Plots. (Note: I would prepare this question for use
during an exam)
Use the following figure for Problems 5-10:
5. Derive the transfer function 𝐻 𝑠 =
!!
!!
by hand.
6 and 7. Use Multisim to draw the circuit and print it out.
8. Simulate the circuit in Mulitsim to obtain the Bode Plots for the circuit.
9. Use MATLAB and the result of the hand derivation to obtain the Bode Plots.
10. Sketch the straight-line approximation of the magnitude Bode plot on the same graph as that printed out in Problem 9.
Note that Multisim plots the results over frequency and the derived transfer function uses 𝜔.
+ _
10Ω
8v1
+
_
a
b
2v2
40Ω
+
v1
-
5Ω 40Ω
20Ω
6Ω
10Ω _
v2
+
Sales and Disposal of Assets
After reviewing the scenario, explain the impact that the adjusted basis has on the calculation of tax liability, and propose at least two (2) tax-planning strategies for reducing, eliminating, or deferring the payment of capital gains taxes. Also, discuss other alternatives aimed at optimizing deductions or reducing taxes, such as selling the property to an unrelated third party which, in turn, allows losses to be deductible expenses.
Imagine that you are a tax consultant and a client needs your advice on how to reduce his tax liability on the sale of depreciable assets that have not been fully depreciated. The client has identified three (3) long-term depreciable assets and assumes that he will be able to pay capital gains taxes on the profit from their sale. It would be to your client’s advantage to treat a taxable gain as long-term capital gain to which lower rates apply and a loss is categorized as an ordinary loss, which can offset ordinary loss, which can offset ordinary income. Discuss the treatment of gains and losses for Section 1231 and Section 1245 of the Internal Revenue Code, and recommend at least three (3) tax-planning strategies that would assist the client in reducing his tax liability. Provide support for you
1
PSYC 499: Senior Capstone
The Impact of the Social on the Individual
Class Syllabus
Spring/2020
Class Cycle: Monday - Sunday
Instructor: Tara West
Contact Information: [email protected]
Office Hours: Mondays, 2pm – 3pm (or by appointment)
NOTE: When emailing, please include your name and class in the subject line
Course Materials:
• Lesko, W.A. (2012). Readings in social psychology: General, classic, and contemporary
selections (8th ed.). New York, NY: Pearson. ISBN: 978-0-205-17967. (Required)
• American Psychological Association (2019). Concise Rules of APA Style (7th ed.).
Washington, DC: American Psychological Association. ISBN: 978-1433832178.
(Recommended)
Type of Course: Required
Field of Study: Psychology
Credits: 3 credits, undergraduate
Pre-requisites:
Completion of all required courses (Level 2 and Level 3) and permission.
Course Description:
All students will complete a senior research project under the direction of a faculty mentor, with a
topic within the track in which the student has completed at least three courses. This capstone
project will build upon work done in previous courses, allowing students to apply methods of
scholarly and/or action research to specific psychological issues. Projects may be completed in
small research groups or individually.
Course Summary:
This capstone project will build upon work completed in previous courses, allowing students to
apply methods of scholarly and/or action research to the field of Social Psychology, specifically the
impact of the social world on individuals.
Course Goals:
The objectives for this course include: gaining a theoretical knowledge base about the interplay
between individuals and their environments, gaining first-hand experience with the many steps
involved with research, the interpretation of research, and the presentation of research, using APA
formatting. Likewise, you will increase your familiarity with reading (and finding) primary sources.
Although only a few of you may pursue careers as researchers, all of you are consumers of research.
As such, a major goal for this course is to develop your capacity to critically think about, evaluate,
and critique the scientific evidence that is often presented in journal articles, newspapers,
magazines, and on television.
2
Learning Objectives/ Outcomes:
o Students should be able to:
• Conduct a review of research in a specific area of Psychology.
• Understand the strengths and weaknesses of scientific research.
• Interpret and generalize appropriately from research results.
• Evaluate the appropriateness of conclusions derived from psychological research.
• Use the concepts, language, and major theories of the discipline to account for
psychological phenomena in the context of social psychology.
• Use reasoning to recognize, develop, defend, and criticize arguments.
• Articulate how psycholo ...
1 Politicking is less likely in organizations that have· adecl.docxmercysuttle
1 Politicking is less likely in organizations that have
·
adeclining resources
·
high role ambiguity
·
clear performance appraisal systems
·
democratic decision making
2 In convergent periods, the role of executive management is to
·
develop new strategies for the problems at hand
·
shift middle managers to promote new views
·
reemphasize the mission and core values
·
challenge middle managers to reinvent their departments
3 Periods of convergence are those in which an organization
·
is in turmoil
·
seeks to improve its situation with relatively minor changes
·
must downsize to conserve resources
·
employs new strategies to advance the organization
4 Transformational change in an organization
·
is always necessary to some degree
·
is best delivered by a top-down plan
·
has no defined formula
·
is best delivered by a bottom-up plan
5 A person likely to participate in political behavior
·
believes he or she has little influence
·
has a desire for power
·
is a social nonconformist
·
is insensitive to social cues
6 To keep a strategy in focus, effective managers employ
·
rigid implementation
·
piecemeal implementation
·
simple goals
·
central themes
7 An influence tactic that relies on rank and enforcement of group goals is
·
legitimacy
·
coalitions
·
pressure
·
personal appeals
8 During organizational change, employee–management interfaces such as workshops and retreats
·
initiate
·
distract the participants from the real issues
·
help employees overcome downsizing issues
·
solve communication problems relatively short-term periods of high-energy action
9 Buck passing and scapegoating when politics is seen as a threat are forms of
·
defensive behaviors
·
offensive behaviors
·
suppression
·
aggression
10 A primary goal of politics in the workplace is to
·
exclude undesirable peers
·
form alliances
·
promote organizational goals
·
secure limited resources
11 Political behavior in the workplace
·
works only in an upward or lateral influence direction
·
attempts to influence decision making
·
is unlikely in a well-run organization
·
works only in a lateral influence direction
12 Impression management sends _____ messages that may be _____ under other circumstances.
·
false, true
·
ethical, unethical
·
true, false
·
convincing, unconvincing
13 The formulation and implementation of a strategy
·
are separate and sequential processes
·
must be completely defined before action is taken
·
are ongoing events within an organization
·
follow strict, unalterable guidelines
14 Surveys of seasoned managers reveal they believe politics in the workplace is
·
always unethical
·
part of some job requirements
·
a major part of organizational life
·
ineffective
15 With downward influence, power tactics preferred by U.S. managers include
·
personal appeals
·
inspirational appeals
·
coalitions
·
influence
16 Hard power tactics best influence those with which following characteristic?
·
High se ...
1 page2 sourcesReflect on the important performance management.docxmercysuttle
1 page
2 sources
Reflect on the important performance management theories and practices covered during the past six weeks. Describe one key point that you will apply to the work environment immediately. Highlight the specific course learning outcome(s) that relate(s) to this important takeaway. Also, mention the specific reading materials and/or theories that you found to be most applicable.
Required Text
Pulakos, E.D. (2009). Performance management: A new approach for driving business results. (1st ed.). West Sussex, United Kingdom: Wiley-Blackwell. ISBN: 9781405177610.
Chapter 9: Conclusion
Required References
de Leeuw, S., van den Berg, P (2011). Improving operational performance by influencing shopfloor behavior via performance management practices. Journal of Operations Management, 29, 3, 224-233. (Retrieved from http://www.isihome.ir/freearticle/ISIHome.ir-21006.pdf)
Fulmer, R.M., Stumpf, S.A. & Bleak, J. (2009). The strategic development of high potential leaders. Strategy & Leadership, 37(3), 17-22. (Retrieved from ProQuest).
Recommended References
Turnbull, H., Greenwood, R., Tworoger, L., & Golden, C. (2009). Diversity and inclusion in organizations: Developing an instrument for identification of skill deficiencies. Allied Academies International Conference. Academy of Organizational Culture, Communications and Conflict. Proceedings, 14(1), 28-33(Retrieved from ProQuest).
PLEASE HAVE THESE PARAGRAPH REWORDED IN YOUR OWN WORDS.
PLEASE DO NOT USE THE SAME WORDS AS IN THE PARAGRAPH.
· 1-According to chapter 8, a team is small number of people with similar skills who are committed to one ambition, performance goals, and pursuit for which they hold themselves accountable. In the other hand, a group is two or more people freely interacting who share norms and goals and have a common identity. The size of a group is limited by the potential for mutual interaction and mutual awareness. I was part of team during my military service, which I agree with the chapter that a team is more than just a group, because all my team members worked together towards a common goal and we all share responsibility for the team's success. The team I was part of was a 'fire team' that is a small military subunit of infantry designed to optimize bounding over watch, and fire and movement tactical within a hostile urban environment
·
· 2-At work, I am currently assigned to a group of customer service. This group or department consists of 12 employees, which all members have a shared knowledge of the group's objectives, but specific responsibilities are assigned to each of us. The purpose or objectives of our group is to troubleshoot technical problems, provide excellent customer support service, and address solutions to customers. The main factor of our group success is due to the manager in control of the group who also coordinate our individuals efforts. I would not change anything in my group, but I would add weekly meetings to see the end result ...
1 of 402.5 PointsUse Cramer’s Rule to solve the following syst.docxmercysuttle
1 of 40
2.5 Points
Use Cramer’s Rule to solve the following system.
x + 2y = 3
3x - 4y = 4
A. {(3, 1/5)}
B. {(5, 1/3)}
C. {(1, 1/2)}
D. {(2, 1/2)}
2 of 40
2.5 Points
Solve the following system of equations using matrices. Use Gaussian elimination with back substitution or Gauss-Jordan elimination.
x + y - z = -2
2x - y + z = 5
-x + 2y + 2z = 1
A. {(0, -1, -2)}
B. {(2, 0, 2)}
C. {(1, -1, 2)}
D. {(4, -1, 3)}
3 of 40
2.5 Points
Use Cramer’s Rule to solve the following system.
2x = 3y + 2
5x = 51 - 4y
A. {(8, 2)}
B. {(3, -4)}
C. {(2, 5)}
D. {(7, 4)}
4 of 40
2.5 Points
Use Cramer’s Rule to solve the following system.
4x - 5y = 17
2x + 3y = 3
A. {(3, -1)}
B. {(2, -1)}
C. {(3, -7)}
D. {(2, 0)}
5 of 40
2.5 Points
Use Cramer’s Rule to solve the following system.
4x - 5y - 6z = -1
x - 2y - 5z = -12
2x - y = 7
A. {(2, -3, 4)}
B. {(5, -7, 4)}
C. {(3, -3, 3)}
D. {(1, -3, 5)}
6 of 40
2.5 Points
Use Cramer’s Rule to solve the following system.
3x - 4y = 4
2x + 2y = 12
A. {(3, 1)}
B. {(4, 2)}
C. {(5, 1)}
D. {(2, 1)}
Reset Selection
7 of 40
2.5 Points
Use Cramer’s Rule to solve the following system.
x + y + z = 0
2x - y + z = -1
-x + 3y - z = -8
A. {(-1, -3, 7)}
B. {(-6, -2, 4)}
C. {(-5, -2, 7)}
D. {(-4, -1, 7)}
8 of 40
2.5 Points
Solve the following system of equations using matrices. Use Gaussian elimination with back substitution or Gauss-Jordan elimination.
3x1 + 5x2 - 8x3 + 5x4 = -8
x1 + 2x2 - 3x3 + x4 = -7
2x1 + 3x2 - 7x3 + 3x4 = -11
4x1 + 8x2 - 10x3+ 7x4 = -10
A. {(1, -5, 3, 4)}
B. {(2, -1, 3, 5)}
C. {(1, 2, 3, 3)}
D. {(2, -2, 3, 4)}
9 of 40
2.5 Points
Solve the following system of equations using matrices. Use Gaussian elimination with back substitution or Gauss-Jordan elimination.
x + y + z = 4
x - y - z = 0
x - y + z = 2
A. {(3, 1, 0)}
B. {(2, 1, 1)}
C. {(4, 2, 1)}
D. {(2, 1, 0)}
10 of 40
2.5 Points
Solve the system using the inverse that is given for the coefficient matrix.
2x + 6y + 6z = 8
2x + 7y + 6z =10
2x + 7y + 7z = 9
The inverse of:
2
2
2
6
7
7
6
6
7
is
7/2
-1
0
0
1
-1
-3
0
1
A. {(1, 2, -1)}
B. {(2, 1, -1)}
C. {(1, 2, 0)}
D. {(1, 3, -1)}
Reset Selection
11 of 40
2.5 Points
Use Gaussian elimination to find the complete solution to the following system of equations, or show that none exists.
2w + x - y = 3
w - 3x + 2y = -4
3w + x - 3y + z = 1
w + 2x - 4y - z = -2
A. {(1, 3, 2, 1)}
B. {(1, 4, 3, -1)}
C. {(1, 5, 1, 1)}
D. {(-1, 2, -2, 1)}
12 of 40
2.5 Points
Use Cramer’s Rule to solve the following system.
x + y = 7
x - y = 3
A. {(7, 2)}
B. {(8, -2)}
C. {(5, 2)}
D. {(9, 3)}
13 of 40
2.5 Points
Use Gaussian elimination to find the complete solution to each system.
x1 + 4x2 + 3x3 - 6x4 = 5
x1 + 3x2 + x3 - 4x4 = 3
2x1 + 8x2 + 7x3 - 5x4 = 11
2x1 + 5x2 - 6x4 = 4
A. {(-47t + 4, 12t, 7t + 1, t)}
B. {(-37t + 2, 16t, -7t + 1, t)}
...
1 of 6 LAB 5 IMAGE FILTERING ECE180 Introduction to.docxmercysuttle
1 of 6
LAB 5: IMAGE FILTERING
ECE180: Introduction to Signal Processing
OVERVIEW
You have recently learned about the convolution sum that serves as the basis of the FIR filter difference equation. The filter
coefficient sequence {𝑏𝑘} – equivalent to the filter’s impulse response ℎ[𝑛] – may be viewed as a one-dimensional moving
window that slides over the input signal 𝑥[𝑛] to compute the output signal 𝑦[𝑛] at each time step. Extending the moving
window concept to a 2-D array that slides over an image pixel array provides a useful and popular way to filter an image.
In this lab project you will implement two types of moving-window image filters, one based on convolution and the other
based on the median value of the pixel grayscale values spanned by the window. You will also gain experience with the
built-in image convolution filter imfilter.
OUTLINE
1. Develop and test a 33 median filter
2. Develop and test a 33 convolution filter
3. Evaluate the median and convolution filters to reduce noise while preserving edges
4. Study the behavior of various 33 convolution filter kernels for smoothing, edge detection, and sharpening
5. Learn how to use imfilter to convolution-filter color images, and study the various mechanisms offered by
imfilter to deal with boundary effects
PREPARATION – TO BE COMPLETED BEFORE LAB
Study these tutorial videos:
1. Nested “for” loops -- http://youtu.be/q2xfz8mOuSI?t=1m8s (review this part)
2. Functions -- http://youtu.be/0zTmMIh6I8A (review as needed)
Ensure that you have added the ECE180 DFS folders to your MATLAB path, especially the “images” and “matlab” subfolders.
Follow along with the tutorial video http://youtu.be/MEqUd0dJNBA, if necessary.
LAB ACTIVITIES
1. Develop and test a 33 median filter function:
1.1. Implement the following algorithm as the function med3x3:
TIP: First implement and debug the algorithm as a script and then convert it to a function as a final step. Use any
of the smaller grayscale images from the ECE180 “images” folder as you develop the function, or use the test
image X described in the Step 1.2.
(a) Create the function template and save it to an .m file with the same name as the function,
(b) Accept a grayscale image x as the function input,
http://youtu.be/q2xfz8mOuSI?t=1m8s
http://youtu.be/0zTmMIh6I8A
http://youtu.be/MEqUd0dJNBA
2 of 6
(c) Copy x to the output image y and then initialize y(:) to zero; this technique creates y as the same size and
data type as x,
(d) Determine the number of image rows and columns (see size),
(e) Loop over all pixels in image x (subject to boundary limits):
Extract a 33 neighborhood (subarray) about the current pixel,
Flatten the 2-D array to a 1-D array,
Sort the 1-D array values (see sort),
Assign the middle value of the sorted array to the current output pixel, and
(f) Return the median-filtered image y.
1.2. Enter load lab_5_verify to load the
1 Objectives Genetically transform bacteria with for.docxmercysuttle
1
Objectives
Genetically transform bacteria with
foreign DNA and induce
expression of genes encoded on
DNA to produce novel
Isolate chromosomal DNA from
Introduction
In this portion of the lab, you will perform a
procedure known as genetic
transformation. that a gene is
a piece of DNA that provides the
instructions for making (codes for) a
protein. This gives an organism a
particular trait. Genetic transformation
literally means change caused by genes,
involves the insertion of a gene into an
organism in order to change the organism’s
trait. transformation is used in
many areas of biotechnology. In
agriculture, genes coding for traits such as
pest, or spoilage resistance can be
genetically transformed into plants. In
bioremediation, bacteria can genetically
transformed with genes enabling them to
digest oil spills. In medicine, diseases
caused defective genes are beginning
to be treated by gene therapy; that is, by
genetically transforming a person’s
cells with healthy copies of the defective
gene that causes the
You will use a procedure to transform
bacteria with a gene that codes for Green
Fluorescent (GFP). The real-life
source of this gene is the bioluminescent
jellyfish Aequorea victoria.
Fluorescent Protein causes the jellyfish to
fluoresce and glow in the dark.
LAB TOPIC 10: Nucleic Acids and Genetic Transformation
Following the procedure,
the bacteria express their newly acquired
jellyfish gene and produce the fluorescent
which causes them to glow a
brilliant green color under ultraviolet
In this activity, you will learn about the
process of moving genes from one organism
to another with aid of a plasmid. In
nature, bacteria can transfer plasmids back
and forth allowing them to share
beneficial genes. This natural mechanism
allows bacteria to adapt to new
environments. The occurrence of
bacterial resistance to is due to
the transmission of
Genetic transformation involves
insertion of some new DNA into the E.
cells. In addition to one large
bacteria often contain one or more
circular pieces of DNA called
Plasmid DNA usually contains genes for
than one trait. Scientists can use a
called genetic engineering to insert
coding for new traits into a plasmid.
In case, the pGLO plasmid carries the
GFP that codes for the green
fluorescent protein and a gene (bla) that
codes for a protein that gives the
resistance to an antibiotic. The genetically
engineered plasmid can then be used to
genetically bacteria to give them
this new
Figure 10.1 Bacterial cell undergoing genetic transformation with the pGLO
plasmid
Exercise 10.1
Bacterial Transformation
2
Pre-lab exercises:
Since scientific laboratory investigations
are designed to get information about a
question, our first might be to
formulate some questions for this
Can we genetically transform an organism?
Which organism is
1. To genetically tra ...
1 of 8
Student name: …………….
Student ID: …………….
The Effect of Social Media on the English Language
2 of 8
Table Of Content:
Abstract 3
Introduction 3
Literature review 3
Significance of Research 4
Research Question 4
Methodology 4
Ethical Considerations 4
Limitations of the study 4
Expected results 5
Conclusion 5
References 6
Appendix 7
3 of 8
Abstract:
Giving the popularity of social networking sites lately, it has made an effect on the English
language either in a positive way by adding new words to the dictionary a negative way by misus-
ing the grammar and using incorrect abbreviated words like turning “you’re” to “your’. In this re-
search proposal I would like to investigate what the effect of using social networks has on the Eng-
lish language and see if it was more positive than negative and vice versa. I will be making a survey
page to collect data on the way people use these sites. Furthermore, we will see if people know the
importance of using proper English and try to make social networking sites improve our way of us-
ing the English language.
Introduction:
Technology has changed rapidly in the past five years, we became more reliant on our smart phones
and it completely changed the way we communicate with each other in our everyday life, it made it
easier for us to interact with people across the world with a single touch through social networking
sites, such as Twitter, Facebook and YouTube. Technology is clearly having some impact on the
English language and the words we use. Recently we saw how some Internet words have made it to
the Oxford dictionary this proves the impact it made, for example the word “Tweet” which means
according to the dictionary: “a posting made on the social networking service Twitter”. However,
some people think that it is okay to misuse Grammar or word spelling on social networking sites,
for instance, using “your” instead of “You’re”. So do these sites make a positive or a negative im-
pact on the English language?
Literature review:
A research titled “5 Ways That Social Media Benefits Writing the English language” written by
Mallary Jean Tenore in 2013 mentioned some ways that social media benefits writing and language,
such as how it increases the awareness of mistakes, when people make grammatical or spelling mis-
takes people will point them out via these websites therefore we become more aware of our spelling
and grammar thus improving our language. She also talked about how it creates new words and
meaning, such as “googled”, “tweeted”, “Friended”. She said that it also spotlight short writings
meaning it valued short storytelling with Vine videos where you have just six seconds to give a
message and in twitter you only have 140 characters to use which forces you to make every word
count.
4 of 8
Another research called Social networkin ...
1
MATH 106 QUIZ 4 Due: by 11:59 PM, Sunday, September 22, 2013,
(take-home part) via the Assignment Folder
NAME: _______________________________
I have completed this assignment myself, working independently and not consulting anyone except the
instructor.
INSTRUCTIONS
The take-home part of Quiz 4 is worth 75 points. There are 10 problems (5 pages), some with multiple parts.
This quiz is open book and open notes. This means that you may refer to your textbook, notes, and online
classroom materials, but you must work independently and may not consult anyone (and confirm this with
your submission). You may take as much time as you wish, provided you turn in your quiz no later than
Sunday, September 22, 2013.
Show work/explanation where indicated. Answers without any work may earn little, if any, credit. You
may type or write your work in your copy of the quiz, or if you prefer, create a document containing your work.
Scanned work is acceptable also. In your document, be sure to include your name and the assertion of
independence of work.
General quiz tips and instructions for submitting work are posted in the Quizzes conference.
If you have any questions, please contact me via Private Message in WebTycho.
1. (4 pts) Determine how many six-character codes can be formed if the first, second, third, and
fourth characters are letters, the fifth character is a nonzero digit, the sixth character is an odd
digit, and repetition of letters and digits are allowed. (A digit is 0, 1, 2, .., or 9.) Show your
work . 1. ______
A. 720
B. 175,760
C. 790,920
D. 20,563,920
2. (4 pts) Suppose that a multiple choice exam has seven questions and each question has five
choices. In how many ways can the exam be completed? Show your work. 2. ______
A. 35
B. 4,096
C. 16,807
D. 78,125
2
3. (4 pts) Given the feasible region shown to
the right, find the values of x and y that
minimize the objective function 8x + 7y.
Show your Work. 3. _______
A. There is no minimum.
B. (x, y) = (6, 0)
C. (x, y) = (3, 2)
D. (x, y) = (1, 4)
E. (x, y) = (0, 7)
4. (4 pts) Six customers in a grocery store are lining up at the check-out. In how many different
orders can the customers line up? Show your work. 4. _______
A. 6
B. 36
C. 720
D. 46,656
5. (4 pts) A restaurant’s menu has six appetizers, four entrees, and five beverages. To order dinner, a
customer must choose one entrée and one beverage, and may choose one appetizer. (That is, a dinner
must include one entrée and one beverage, but not necessarily an appetizer. An appetizer is optional.)
How many different dinners can be ordered? Show your work. ...
1 MN6003 Levis Strauss Case Adapted from Does Levi St.docxmercysuttle
1
MN6003 Levis Strauss Case:
Adapted from: “Does Levi Strauss still fit
America?” by Caroline Fairchild October 6, 2014,
Fortune Magazine and “Levi Strauss - The Boss
and the yogi” Jul 12th 2014 from the Economist
It used to be the only name in denim. Today the
161-year-old family owned company is just one
name among hundreds. Can anyone bring the
blue jeans pioneer back to its old glory? Enter
Chip Bergh—a former P&G brand whiz who once
made razorblades cool. Chip Bergh is not an
“apparel guy,” he says, while walking through
Levi’s Stadium in Santa Clara, California, the new
home of the San Francisco 49ers. Levi’s 20-year,
$220 million investment in the naming rights for
the 49ers stadium is part of a larger push to tap
into the nostalgia Bergh believes everyone has
for the brand. Despite the setting, Bergh isn’t
really a “sports guy” either. He is much more of a
company man. “I still bleed Procter & Gamble
blue,” he says about his former employer.
A crowd full of fans wearing your clothing is the
fantasy of anyone heading an apparel company.
But at Levi—the largest jeans company in the
world and the undisputed founder of the
category—the fantasy has been far from reality
for a long time. The creator of the 501 has
struggled to keep its brand relevant for what
Bergh calls Levi’s “Lost Generation.” For 120
years the term “Levi’s” was synonymous with
“blue jeans.” Then came the turn of the 21st
century, when a fashion explosion in denim
suddenly gave shoppers a range of high-end
choices—including brands like 7 For All Mankind
(founded in 2000) and True Religion (2002),
whose labels sounded more like cults than pants.
At the same time, lower-end rivals that had been
kicking around for a while (Lee and Wrangler)
began nibbling away at market share and
consumers defected to cheaper jeans, sold by
“fast-fashion” retailers like Zara and H&M. Levi
got lost in the middle. With $7.1 billion in 1996
sales, the company used to be bigger than Nike.
By 2003, Levi’s revenues had bell-bottomed out
to $4.2 billion. Over the next decade, sales rose
only barely as the company failed to translate
affection for the brand into actual purchases.
Levi’s design team was late to key trends, like
colored denim for women and more tailored jeans
for men. Once in the top quintile of
the Fortune 500, Levi dropped off the list in 2012.
That kind of decline would be a challenge for any
new CEO, yet Bergh, a 57-year-old vegan and
former U.S. Army captain, is bringing a discipline
to the company that had been missing for nearly
20 years. He has taken an axe to the company’s
inflated cost structure and is convinced that he
can make Levi grow again. While still relying
heavily on the classic pieces of clothing that are
the seam of the denim giant’s business (think the
button-fly jean, the white pocket tee, the trucker
jacket), Bergh is now investing i ...
1
NAME__________________
EXAM 1
Directions: Answer the following questions on the attached sheets of paper. Please adhere
to the following guidelines to reduce any suspicions of cheating:
1. KEEP YOUR EYES ON YOUR OWN EXAM AT ALL TIMES.
2. KEEP YOUR ANSWERS COVERED AT ALL TIMES.
3. Do not communicate with any other student during the exam.
4. Do not use any unauthorized prepared material during the exam.
5. Only acceptable calculators may be used on the exams.
6. Do not leave the room at any time before handing in your exam.
7. SHOW ALL OF YOUR WORK (answers may not be accepted without work
shown)
EQUATIONS
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dt
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sin
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v
R 0
2
0
2sin
jAiAA
yx
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AAA
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tan
cosABBA
sinABBA
r
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dt
vd
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t
raaa rt ˆ
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amF
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Earth: mR
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2
1. A stone is thrown straight up with a speed of 25.0 m/s from the top of a building 55.0 m
tall.
a. How far above the ground will the stone go?
b. How long until the stone hits the ground?
c. What is the speed of the stone just before it hits the ground?
d. If a ball is thrown downward from the top of the same building with a speed of
25.0 m/s, will its speed just before hitting the ground be greater than, less than, or
equal to the speed of the stone just before it hits the ground? Explain. (Hint:
What is the speed of the stone when it returns to the height it was thrown?)
3
2. A ball is thrown from the top of a building of height 40m at an angle of 20˚ above the
horizontal and with an initial speed of 15m/s. Use the assumptions of projectile motion
to answer the following questions.
a. How high above the ground will the ball travel?
b. What speed will the ball have at the maximum height?
c. What is the direction of the velocity of the ball at the maximum height?
d. How far has the ball traveled horizontally when it hits the ground?
e. What will be the speed of the ball when it hits the ground?
4
3. Consider the frictionless system below. The pulley is massless and frictionless, and the
string is massless. The mass of each block is ma = 2.0 kg, mb = 1.0 kg, mc = 2.0 kg, and
md = 1.0 kg.
a. What is the acceleration of the system?
b. What is the tension in the string between block a and block b?
c. What is the tension in the string between block b and block c?
d. What is the tension in the string between block c and block d?
e. If the system is initially at rest, how long will it take block d to fall 3.0 m?
5
4. Two equal mass ...
1
Name: Chem 9, Section:
Lab Partner: Experiment Date:
Synthetic Polymers and Plastics
Part A: Physical Characteristics
Find or choose one type of each of the following plastic polymers, and report the following
characteristics:
Plastic
number
Short Name
(HDPE,
LDPE, etc)
Clear
(yes or no)
Opaque
(yes or no)
Flexibility
(can be
bent?)
Durability
(hard or
soft)
Breakability
(can be
cracked?)
Recyclable
(yes or no)
1
2
3
4
5
6
7
Part B: Density Tests
Report for plastic samples in each liquid: sinks rapidly, sinks slowly, floats on top, floats below surface
Plastic
number
1:1 ethanol/water
density = 0.94 g/cm
3
Water
density = 1.0 g/cm
3
10% NaCl solution
density = 1.08 g/cm
3
1
2
3
4
5
6
Relative Plastic Densities:
Less than 0.94 g/cm
3
Less than 1.0 g/cm
3
Less than 1.08 g/cm
3
More than 1.08 g/cm
3
Ranking of densities:
(lowest) _______ _______ _______ _______ _______ _______ (highest)
2
Part C: Polymer Bouncy Balls
Polymer Ball composition Approximate height bounced Physical characteristics
Ball #1:
Ball #2
Ball #3
Questions
1. Which of the Big Six plastics was the most flexible?
2. Which of the Big Six plastics would be the best material for each of the following examples?
Use short names to identify each plastic (e.g. HDPE).
a replacement for a glass window ?
a take-out container for food?
a flexible, expandable bag for carrying items?
a lightweight bottle cap?
3. An unknown plastic floats in a 10% NaCl solution but sinks in water. What is the range of
possible density values this plastic may have? Suggest the composition of this plastic.
3
4. Why is it important to dislodge any adhering bubbles in the density tests?
5. PET plastic (number 1) is the most valuable waste plastic at the present time. Suggest a way
to separate it commercially from other waste plastics.
6. Sometimes plastic containers are made from two polymers and not just one. What would
happen to the water density test if HDPE and PVC were mixed?
7. Why are plastic recyclers very concerned about identifying the different polymers and not
mixing them together?
8. The figure below depicts polymerization of polystyrene (PS). Circle the original monomers
and determine how many monomers are present.
4
9. Polyvinylchloride (PVC) is composed of the vinyl chloride monomer. The monomer
structure and general reaction are shown at right.
Draw a polyvinyl chloride polymer composed of five
monomers arrange ...
1 pageapasources2Third Party LogisticsBriefly describe .docxmercysuttle
1 page
apa
sources:2
Third Party Logistics
Briefly describe the basic types of third party logistics (3PL) organizations.
• Identify some of the best practices that leading companies using 3PLs have embraced.
• What value-added considerations would you take into account when considering the use of a 3PL?
• Which 3PL would provide the most suitable service to your organization? (Forwarder and Warehousing are the ones my company use.)
• What 3PLs does your organization currently use? (My company uses a freight forwarder)
What other 3PLs could you recommend to your management? Domestic Transportation.
WAVfiles/behave.wav
WAVfiles/cat_meow_x.wav
WAVfiles/cow3.wav
WAVfiles/goat2.wav
WAVfiles/gold.wav
WAVfiles/imamog.wav
WAVfiles/reach.wav
WAVfiles/README.txt
Title Artist
===== ======
behave Austin Powers
cat_meow_x Kitty
cow3 Miss Cow
goat2 Goaty
gold Snowman
imamog Mog
reach Woody
rudolph Rudolph
theme Archie and Edith
warning_alien Robot
wizoz5 Munchkins
WAVfiles/rudolph.wav
WAVfiles/theme.wav
WAVfiles/warning_alien.wav
WAVfiles/wizoz5.wav
...
1 Pageapasources2Review the Food Environment Atlas maps for.docxmercysuttle
1 Page
apa
sources:2
Review the Food Environment Atlas maps for variables that seem to affect your selected state the most.
Select a state and variables you consider relevant to represent the food environment in you chosen state.
1) Include at least two food categories from the following list:
? ACCESS
? STORES
? RESTAURANTS
? ASSISTANCE
? INSECURITY
? PRICES_TAXES
? LOCAL
2) Include at least two health variables in each of the selected food categories. Find the name and descriptions of variables in the Food Environment Atlas Resources: Excel Data and Documentation Download.
Write a 200- to 300-word plan that includes
? your selected state (Texas);
? selected food categories and health variables; and
? reasons for selection. Are your variables expressed in numbers or percentages?
Optional: Discuss choices in discussion with classmates and instructor. Write a summary of your discussion to include with this assignment.
...
1 Lab 3 Newton’s Second Law of Motion Introducti.docxmercysuttle
1
Lab 3: Newton’s Second Law of Motion
Introduction
Newton’s Second law of motion can be summarized by the following equation:
Σ F = m a (1)
where Σ F represents a net force acting on an object, m is the mass of the object moving
under the influence of Σ F, and a is the acceleration of that object. The bold letters in
the equation represent vector quantities.
In this lab you will try to validate this law by applying Eq. 1 to the almost frictionless
motion of a car moving along a horizontal aluminum track when a constant force T
(tension in the string) acts upon it. This motion (to be exact the velocity of the moving
object) will be recorded automatically by a motion sensor. The experimental set up
for a car moving away from the motion sensor is depicted below.
If we consider the frictionless motion of the cart in the positive x-direction chosen in
the diagram, then Newton’s Second Law can be written for each of the objects as
follows:
T Ma (2)
and
– gT F ma (3)
From this system of equations we can get the acceleration of the system:
2
gF
a
m M
(4)
Because the motion of the car is not frictionless, to get better results it is necessary to
include the force of kinetic friction fk experienced by the moving car in the analysis.
When the cart is moving away from the motion detector (positive x-direction in the
diagram) Newton’s Second Law is written as follows for each of the moving objects
m and M:
1 1– kT f Ma (5)
and
1 1– gT F ma (6)
Since it is quite difficult to assess quantitatively the magnitude of kinetic friction
involved in our experiment we will solve the problem by putting the object in two
different situations in which the friction acts in opposite directions respectively while
the tension in the string remains the same.
When the cart M is forced to move towards the motion detector (negative x-direction
in the diagram), the corresponding Newton’s Second Law equations will change as
follows:
2 2kT f Ma (7)
and
2 2gT F ma (8)
Note that in equations 5, 6, 7, and 8 the direction of acceleration represented by vector
a has been chosen in the same direction as the direction of motion.
We are able to eliminate the force of kinetic friction on the final result, by calculating
the mean acceleration from these two runs:
1 2
2
ave
slope slope
a
(9)
Combing the equations (5) – (8) we derive the equation to calculate the value of
gravitational acceleration:
avea M mg
m
(10)
3
Equipment
Horizontal dynamics track with smart pulley and safety stopper on one end; collision
cart with reflector connected to a variable mass hanging over the pulley; motion
detector connected to the Science Workshop interface recording the velocity of the
moving cart.
Procedure:
a) Weigh the cart (M) and the small mass (m) hanger.
b) Open the experiment file “New ...
1 Marks 2 A person can be prosecuted for both an attempt and .docxmercysuttle
1
Marks: 2
A person can be prosecuted for both an attempt and the completed crime.
Choose one answer.
a. False
b. True
Question 2
Marks: 2
According to Hicks v. U.S.,150 U.S. 442 (1893)one can be held criminally liable by “merely speaking words of encouragement.”
Choose one answer.
a. True
b. False
Question 3
Marks: 2
According to MPC §1.07, conspirators in a completed crime may be punished for the conspiracy, as well as the completed crime.
Choose one answer.
a. True
b. False
Question 4
Marks: 2
According to your reading, in some states it is a more serious offense to break into a car and steal a tape player than it is to steal the entire car.
Choose one answer.
a. false
b. true
Question 5
Marks: 2
According to your reading, the charge of forgery includes each of the following elements except
Choose one answer.
a. the false making or altering
b. of a legally significant instrument
c. with intent to defraud
d. a court of law or financial institution
Question 6
Marks: 2
According to your reading, the legal term of art most often employed to distinguish murder from manslaughter is
Choose one answer.
a. causation
b. vicarious liability
c. burden of proof
d. malice aforethought
Question 7
Marks: 2
According to your reading, the Model Penal Code considers the solicitor to be as dangerous as the perpetrator of the completed crime.
Choose one answer.
a. false
b. true
Question 8
Marks: 2
According to your reading, the problems with corporate criminal liability include
Choose one answer.
a. Determining who to charge
b. determining punishment
c. the wording of criminal statutes
d. all of the above
Question 9
Marks: 2
Although they are similar, embezzlement differs from larceny in which of the following ways?
Choose one answer.
a. embezzlement requires asportation
b. the claim of right defense is generally not applicable to larceny
c. embezzlement does not require intent
d. none of the above
Question 10
Marks: 2
An aider and abettor or accessory before the fact must
Choose one answer.
a. be a principal of the crime
b. discourage the commission of the crime
c. solicit the commission of the crime
d. aid or encourage the commission of a crime
11
Marks: 2
An effective abandonment defense to aiding and abetting, or to accessory before the fact, will
Choose one answer.
a. vary with aid
b. depend on the type of solicitation made
c. all of the above
d. none of the above
Question 12
Marks: 2
Assault and battery are
Choose one answer.
a. civil torts, not crimes
b. handled the same in all jurisdictions
c. handled the same in civil and criminal proceedings
d. handled differently from jurisdiction to jurisdiction
Question 13
Marks: 2
At Common Law, which of the following elements is not accurate regarding the crime of Burglary?
Choose one answer.
a. Trespassory breaking and entering
b. Of the dwelling of anoth ...
1 Marks 1 Post Traumatic Stress Disorder (PTSD)Choose one .docxmercysuttle
1
Marks: 1
Post Traumatic Stress Disorder (PTSD):
Choose one answer.
a. is exclusive to Vietnam Veterans
b. is a psychological illness characterized by panic attacks, nightmares, depression, guilt and flashbacks
c. can be caused by any highly emotional event
d. both b and c above
Question 2
Marks: 1
Which of the following is not a role of a crisis interventionist?
Choose one answer.
a. To encourage and allow the client to "make the decisions".
b. To tell the client exactly what he/she should do, when he/she should do it, and how he/she should do it.
c. To enable the client to become aware of possible solutions to the crisis.
d. To allow the client to vent emotions.
Question 3
Marks: 1
A victim's pain:
Choose one answer.
a. may often last weeks, months, or even years after the incident
b. usually goes away after the court process is completed
c. usually goes away after an advocate explains the legal system
d. usually goes away after receipt of financial reimbursement for personal and property losses
Question 4
Marks: 1
Which of the following does NOT create law:
Choose one answer.
a. U.S. Congress
b. National Association for the Advancement of Colored People
c. U.S. Environmental Protection Agency
d. Colorado Supreme Court
Question 5
Marks: 1
Which of the following is not considered to be a responsibility of a victim advocate?
Choose one answer.
a. To consider the job a serious commitment.
b. To litigate the victim's case.
c. To maintain confidentiality in all issues pertaining to clients.
d. To keep informed on relevant issues through ongoing training.
Question 6
Marks: 1
Which of the following is a goal of perpetrator counseling?
Choose one answer.
a. Counseling done in hopes to keep perpetrators from committing further crimes.
b. To encourage the perpetrator to commit more crimes
c. To meet the urgent physical and emotional needs of a victim.
d. To provide support and reassurance at the scene of the crime or shortly thereafter.
Question 7
Marks: 1
What court-related service involves monitoring court activity to make sure victims are being treated fairly by judges and attorneys?
Choose one answer.
a. Witness Alert
b. Court Watch
c. Restitution Assistance
d. Legislative Advocacy
Question 8
Marks: 1
Which of the following puts the statutes in the correct chronological order (earliest to most recent) by their date of enactment?
Choose one answer.
a. Violence Against Women Act; Victims of Crime Act; Victims & Witness Protection Act; Victims Rights & Restitution Act
b. The Victims of Crime Act; Victims Right & Restitution Act; Violence Against Women Act; Victims & Witness Protection Act
c. The Victim & Witness Protection Act; Violence Against Women Act; The Victims of Crime Act; Victims Rights & Restitution Act
d. The Victim & Witness Protection Act; The Victims of Crime Act; Victims Rights & Restitution Act; Violence Against Wome ...
1 List of Acceptable Primary Resources for the Week 3 .docxmercysuttle
1
List of Acceptable Primary Resources for the Week 3 and Week 5
Assignments
These are the primary resources that you can cite when explaining a moral theory in order to fulfill the
relevant portion of the resources requirement. Readings included in the “Required Readings” list are
indicated with a *.
Utilitarianism:
*Mill, J. S. Utilitarianism, in the original version in the textbook, or in the version by Jonathan
Bennett retrieved from www.earlymoderntexts.com.
Haines, W. (n.d.). Consequentialism. Internet Encyclopedia of Philosophy. Retrieved from
http://www.iep.utm.edu/conseque/
Singer, P. (2003). Voluntary euthanasia: A utilitarian perspective. Bioethics, 17(5/6), 526-541.
Retrieved from the EBSCOhost database.
Deontology:
* Kant, I. (2008). Groundwork for the metaphysic of morals. In J. Bennett (Ed. & Trans.), Early
Modern Philosophy. Retrieved from http://www.earlymoderntexts.com/pdfs/kant1785.pdf
(Original work published in 1785).
Virtue Ethics:
* Aristotle. (350 B.C.E.). Nicomachean ethics (W. D. Ross, Trans.). Retrieved from
http://classics.mit.edu/Aristotle/nicomachaen.html
Annas, J. (2006). Virtue ethics. In D. Copp (Ed.), The Oxford Handbook of Ethical Theory (pp. 515–
36). Oxford: Oxford University Press. Retrieved from
https://www.sesync.org/sites/default/files/resources/case_studies/10-kenyaecotourism-
handbook.pdf
Hursthouse, R. (2012). Virtue ethics. In E. Zalta (Ed.), The Stanford Encyclopedia of Philosophy.
Retrieved from http://plato.stanford.edu/entries/ethics-virtue/
MacIntyre, A. (1984). After virtue. Notre Dame, IN: University of Notre Dame Press. Chapters 14-15
are included in the Chapter 6 readings of the textbook.
Feminist/Care Ethics:
*Held, V. Feminist transformations of moral theory. Included in the Chapter 6 readings of the
textbook.
*Gilligan, C. (1982). In a different voice: Psychological theory and women’s development.
Cambridge, MA: Harvard University Press. Retrieved from
https://lms.manhattan.edu/pluginfile.php/26517/mod_resource/content/1/Gilligan%20In%20
a%20Different%20Voice.pdf
http://insite.bridgepoint.local/dept/ops/pni/Navigator Images/Ashford Logo New.jpg
http://www.earlymoderntexts.com/
http://www.iep.utm.edu/conseque/
https://www.sesync.org/sites/default/files/resources/case_studies/10-kenyaecotourism-handbook.pdf
http://plato.stanford.edu/entries/ethics-virtue/
https://lms.manhattan.edu/pluginfile.php/26517/mod_resource/content/1/Gilligan%20In%20a%20Different%20Voice.pdf
2
* Noddings, N. (2010). Maternal factor: Two paths to morality. Berkeley, CA: University of
California Press. Retrieved from the ebrary database.
http://insite.bridgepoint.local/dept/ops/pni/Navigator Images/Ashford Logo New.jpg
...
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
Philippine Edukasyong Pantahanan at Pangkabuhayan (EPP) CurriculumMJDuyan
(𝐓𝐋𝐄 𝟏𝟎𝟎) (𝐋𝐞𝐬𝐬𝐨𝐧 𝟏)-𝐏𝐫𝐞𝐥𝐢𝐦𝐬
𝐃𝐢𝐬𝐜𝐮𝐬𝐬 𝐭𝐡𝐞 𝐄𝐏𝐏 𝐂𝐮𝐫𝐫𝐢𝐜𝐮𝐥𝐮𝐦 𝐢𝐧 𝐭𝐡𝐞 𝐏𝐡𝐢𝐥𝐢𝐩𝐩𝐢𝐧𝐞𝐬:
- Understand the goals and objectives of the Edukasyong Pantahanan at Pangkabuhayan (EPP) curriculum, recognizing its importance in fostering practical life skills and values among students. Students will also be able to identify the key components and subjects covered, such as agriculture, home economics, industrial arts, and information and communication technology.
𝐄𝐱𝐩𝐥𝐚𝐢𝐧 𝐭𝐡𝐞 𝐍𝐚𝐭𝐮𝐫𝐞 𝐚𝐧𝐝 𝐒𝐜𝐨𝐩𝐞 𝐨𝐟 𝐚𝐧 𝐄𝐧𝐭𝐫𝐞𝐩𝐫𝐞𝐧𝐞𝐮𝐫:
-Define entrepreneurship, distinguishing it from general business activities by emphasizing its focus on innovation, risk-taking, and value creation. Students will describe the characteristics and traits of successful entrepreneurs, including their roles and responsibilities, and discuss the broader economic and social impacts of entrepreneurial activities on both local and global scales.
How to Setup Warehouse & Location in Odoo 17 InventoryCeline George
In this slide, we'll explore how to set up warehouses and locations in Odoo 17 Inventory. This will help us manage our stock effectively, track inventory levels, and streamline warehouse operations.
Leveraging Generative AI to Drive Nonprofit InnovationTechSoup
In this webinar, participants learned how to utilize Generative AI to streamline operations and elevate member engagement. Amazon Web Service experts provided a customer specific use cases and dived into low/no-code tools that are quick and easy to deploy through Amazon Web Service (AWS.)
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ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
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Walmart Business+ and Spark Good for Nonprofits.pdfTechSoup
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1 This text was adapted by The Saylor Foundation under .docx
1. 1
This text was adapted by The Saylor Foundation under a
Creative
Commons Attribution-NonCommercial-ShareAlike 3.0 License
without
attribution as requested by the work’s original creator or
licensee.
2. http://creativecommons.org/licenses/by-nc-sa/3.0/
http://creativecommons.org/licenses/by-nc-sa/3.0/
2
Chapter 3
Family Businesses
Westbrook Lobster
Source: Used with permission, Michael Larivere, manager,
Westbrook Lobster, Wallingford,
CT.
In 1957, Westbrook Lobster opened in Westbrook, Connecticut,
as a specialized lobster and fish
market. As time went on, the company expanded to offer a
comprehensive range of fish, shrimp,
and prepared foods. In 1989, Larry Larivere, who grew up near
the docks of New Bedford,
Massachusetts, bought the business and had a dream of
expanding the business with a seafood
restaurant.
Fast forward to 2004. Larry and his two sons, Michael (an
environmental science major) and
3. Matthew (a business major), opened up their second restaurant
in Wallingford, Connecticut. It
overlooks the Quinnipiac River in the historic Yale Brother’s
Mill built in the late 1670s.
Originally a grain mill, later converted to a German and
Britannia silver spoon factory, and
finally converted into a restaurant, the building was rich with
history.
Michael speaks easily about the value that Westbrook Lobster
offers its customers: high quality
food, great service…and visiting the tables while people are
dining. He sees these visits as an
important part of the relationships that he has built with his
customers over the years.
Westbrook customers eagerly await the monthly postcards that
are sent out that feature dining
specials, discounts, and coupons. He tries to get the postcards
out early and actually receives
phone calls if they are not received early. Many people have
come to depend on them. Michael
says that these postcards definitely give the restaurant its
greatest return. The restaurant has a
presence on Facebook, but that is geared to the bar crowd—a
younger crowd.
4. 3
Technology plays an important but mixed part in the
restaurant’s operations. Michael says that
it is tough to run a restaurant these days without technology
tools like POS (point of service)
systems. These systems include touch screens for placing orders
and paying for food items.
Interestingly, however, most food vendors still do their business
face to face (or telephone to
telephone), choosing to stick with personal relationships. Only a
few suppliers, such as liquor
vendors, accept orders online.
The current Westbrook Lobster website was created by Michael
and Matthew using services
from intuit.com. They built the site themselves and are proud to
note that restaurant gift cards
can now be purchased directly from the site. This is a perfect
example of Web 2.0 capabilities.
As far as running the business, currently fifty employees strong,
Larry Larivere (Dad) is brought
in on the big decisions. Otherwise, Michael and Mathew run the
restaurants on their own. There
5. are currently no other family members in the business.
Westbrook Lobster continues to provide the freshest seafood
available at competitive prices. The
daily selection includes everything from locally harvested
shellfish to fresh fish from waters up
and down the East Coast. They also offer several “healthy”
options that are made without butter
or bread crumbs. These menu items are very popular and are
especially attractive for people
with food allergies or people who just want to eat a bit lighter.
All their efforts continue to pay
off. Westbrook Lobster was voted “Best Seafood Restaurant
Statewide” in Connecticut
Magazine 2009 and “Best Seafood in New Haven County” in
Connecticut Magazine 2009 and
2010.
Larry, Michael, and Matthew invite you to Westbrook Lobster
when you are in the area. Once
you are there, you are family.
Source: “The Lobster
Tale,”http://www.westbrooklobster.com/Wallingford/pages/wall
y_home.html (accessed on
6. October 8, 2011) and interview with Michael Larivere, October
11, 2010.
4
3.1 Family Business: An Overview
L E A R N I N G O B J E C T I V E S
1. Explain what a family business is.
2. Understand the role that family businesses play in the US
economy.
3. Explain the advantages and disadvantages of family
businesses.
“Family businesses are different.”
[1]
BDO 2009 Report: “Focusing on Business Families”
There is no agreed-on definition of a family business. The
percentage of ownership, the strategic
control, the involvement of multiple generations, and the
intention for the business to remain in
the family are among the many criteria that experts use to
distinguish family businesses from
7. other types of businesses.
[2]
For the purposes of this chapter, however, afamily business is
defined as a business that is actively owned and/or managed by
more than one member of the
same family.
[3]
A family business can also be defined as the result of
someone’s dream:
The story of every successful family business starts with
someone who has the
passion, confidence and courage to put his [or her] money
where his [or her] mouth
is…[These entrepreneurs] work incredibly hard, make things
happen, are positive
without being unrealistic and possess the resourcefulness to
overcome all sorts of
hurdles. They are also socially adept, capable of communicating
effectively and good
at inspiring others…
[4]
Family business owners know that their roles are different from
that of shareholders in
8. companies owned by many public investors. In addition,
“employees in family businesses know
the difference that family control makes in their work lives, the
company culture, and their
career. Marketers appreciate the advantage that the image of a
family business presents to
customers. And families know that being in business together is
a powerful part of their lives.”
[5]
Market and Employment Presence
Because of the private nature of most family businesses, it is
difficult to obtain accurate
information about them.
[6]
Complicating the situation is that most data sources do not
5
distinguish between small family businesses, such as the local
pizza parlor or deli, and large
family businesses, such as Walmart, Mars, and Ford. “The
reality is that family-based operations
are represented across the full spectrum of American
9. companies, from small businesses to large
corporations.”
[7]
Within this context, the following has been observed:
[8]
unt for a staggering 50 percent of the
gross domestic product (GDP).
thousands of small operations, 35
percent of the Fortune 500 companies are family companies.
for 60 percent of US employment
and 78 percent of the new jobs
created.
sectors of the economy because their new
job requirements outpace their current employment rates when
compared to other types of
businesses.
What this means is that family businesses continue to be a
powerful economic force, no matter
what their size and no matter how they are defined. “Family
firms are the most common form of
10. business structure; they employ many millions of people; and
they generate a considerable
amount of the world’s wealth.”
[9]
The focus of this chapter is on the small family business.
Video Link 3.1
Mother and Daughter Partner in Family Business
A mother and daughter partner in a jewelry business.
video.answers.com/small-business-stories-mother-and-daughter-
as-business-partner-
132888892
Advantages and Disadvantages of the Family Business
There are benefits to a family business, but there are
disadvantages that must be considered as
well. Starting a family business is not for everyone.
Advantages
A family business offers the following advantages:
6
11. that they are unable to adapt easily
to increasing competitiveness and technological progress. The
reality is that family businesses
frequently have the advantage of entrepreneurial spirit,
flexibility, and opportunism.
[10]
rarely reach their potential. The reality
is that family businesses actually outperform public companies.
Oftentimes, the marketplace
forces public companies to make short-term decisions, whereas
a family business has the
advantage of having more freedom to make its decisions. Family
businesses can adapt to market
fluctuations more easily because they can afford to be patient.
They have common goals, shared
values, and a commitment to brand building.
[11]
-owned businesses are often seen as ideal because
family members form a “grounded and
loyal foundation” for the company, and family members tend to
exhibit more dedication to their
12. common goals. “Having a certain level of intimacy among the
owners of a business can help bring
about familiarity with the company and having family members
around provides a built-in
support system that should ensure teamwork and solidarity.”
[12]
a company you will find on Wall
Street. “Family businesses frequently take a very long-term
point of view. They’ll make
investments that they don’t expect to pay off for 5 or 15 or 25
years…Culture in a family business
is more frequently based on very personal and emotional values.
It’s stronger because there are
deeper roots and closer connections to the history of the
company.”
[13]
undergraduate business students
who face a bleak job and salary outlook for new grads. These
undergrads are choosing to return to
their family businesses directly after graduation instead of
trying to find a job in corporate
13. America or on Wall Street.
[14]
less professional and rigorous in
their behavior because of the relational nature of the businesses.
[15]
However, like all other
businesses, family businesses face global competition and
rapidly changing markets. This creates
more pressure on those who join to make sure that they produce.
“This emphasis on
professionalism has made family businesses both more daunting
and more attractive—and has
created new interest in them, from family members, outsiders,
and business school students.”
[16]
7
-owned businesses tend to be stable and
optimistic, even when economic times are
14. uncertain. They seem to be better able to weather economic
difficulties and stabilize the economy
than their nonfamily counterparts.
[17]
However, this is a function of the industry and the size of
the business.
because family members are involved in
their activities. Family owners believe that their family
members can be trusted, will work harder,
and care more.
[18]
This can help create competitive advantage in the marketplace.
-time
schedules or choosing your hours.
This presents a very attractive work environment for people
who need to tend to children,
parents, or other family members in need.
[19]
many family businesses believe that
their ethical standards are more stringent than those of their
competitors. In addition, family
15. businesses are often deeply embedded in their communities, and
this proximity is seen as an
important factor that increases the likelihood of ethical decision
making and moral
behavior.
[20]
As members of the local community, any ethical problems with
a family business will
be quickly visible.
their competitors. This has been
attributed to their concern about image and local reputation
[21]
as well as their closeness to the
community.
greater willingness of family members to
make financial sacrifices for the sake of the business. Accepting
lower pay than they would get
elsewhere to help the business in the longer term or deferring
wages in a cash-flow crisis are
examples of family altruistic behavior.
[22]
16. action because they have less (or no)
pressure from the stock market and less (or no) takeover risk.
[23]
because they are willing to plow profits
back into the business.
[24]
which allows for greater flexibility
and quicker decision making.
[25]
8
success.
[26]
This can manifest itself in
interesting ways. “As the family of a media conglomerate once
17. mentioned, ‘The name I have has
certainly helped me to get access to top executives of
companies, persons who under other
circumstances would have kept their doors shut.’”
[27]
This extensive expertise can create
an important competitive advantage.
[28]
“One executive recalled how as a child he would take long
walks with his father, during which they would visit stores to
look at competitor’s products.
Afterwards, his father would ask him which products he liked
most, and this would lead to
lengthy arguments about each product’s quality. This man felt
that the expertise he gained during
those informal outings proved invaluable later in life.”
[29]
Video Link 3.2
Iron Horse Barbecue
A family-owned business that is helping other business fire up
businesses of their own.
18. video.answers.com/small-business-stories-iron-horse-barbecue-
124662002
Why Family Businesses Are So Special
“If family businesses are so common, how can they also be
special? When Freud was asked what
he considered to be the secret of a full life, he gave a three-
word answer: ‘Lieben und
arbeiten [to love and to work].’ For most people, the two most
important things in their lives are
their families and their work. It is easy to understand the
compelling power of organizations that
combine both. Being in a family firm affects all the
participants. The role of chairman of the
board is different when the company was founded by your father
and when your mother and
siblings sit around the table at board meetings, just as they sat
around the dinner table. The job
of a CEO is different when the vice president in the next office
is also a younger sister. The role
of partner is different when the other partner is a spouse or a
child. The role of sales
representative is different when you cover the same territory
that your parent did twenty-five
years earlier, and your grandparent twenty-five years before
19. that. Even walking through the
door on your first day of work on an assembly line or in a
billing office is different if the name
over the door is your own.”
[30]
Disadvantages
As attractive as family businesses are on many fronts, they have
the following disadvantages:
9
though
this is a good thing in many
instances, stability can also make it difficult to change. A new,
younger family member coming
into the business will find tradition and structure. Changing that
is not simple. The key to
changing a family business lies in defining tradition in terms of
the company’s core values, not in
specific ways of doing things.
[31]
20. both the parent and the child want
control. By the third or fourth generation, with many cousins
possibly sharing ownership,
governance can become very complicated.
[32]
conflict with the interests of the
business. One family member may want to expand the business,
but other family members may
not share this person’s desire. The needs of the business are not
in sync with the needs of the
family.
be expected to work harder, make
more of a commitment, and get paid less than other employees
in the business.
[33]
from the family or give family
members a job even if they do not have adequate skills for the
job. A nonfamily employee may be
better qualified.
[34]
21. This can cause dissension and resentment among other
employees.
have a tendency to deteriorate due
to communication problems. “This dysfunctional behavior can
result in judgments, criticism and
lack of support.”
[35]
resentment, anger, and sabotage.
Family problems may spill over into the workplace.
[36]
erial incompetence,
the lack of exposure to other
businesses, and the inability to separate family and work.
[37]
keeping highly qualified managers.
“Qualified managers may avoid family firms due to the
exclusive succession, limited potential for
professional growth, lack of perceived professionalism, and
limitations on wealth
22. transfer.”
[38]
Succession refers to passing the business to the next
generation.
10
ses have limited sources of external capital
because they tend to avoid sharing
equity with nonfamily members.
[39]
Having less access to capital markets may curtail growth.
[40]
-managers may want to join the
business. According to one
study,
[41]
80 percent of those who did not work in the family business did
not intend to
go into the business. This reluctance comes from several
directions, such as the
following:
23. o My parents would not want me to join.
o I could not work for my parents.
o There are already too many family members in the business.
o I am not interested in this particular business.
o The business is too small for me.
o The business would not allow me to use my talents.
o The business would not allow me to use my training.
o I can earn more elsewhere.
o I am not interested in a business career.
[42]
In Their Own Words
Why Some Children of Owner-Managers Do Not Want to Join
the Business
[43]
I see the pressure my dad is under—this does put me off
slightly. I want to enjoy my job as well
as enjoying life outside work.
A larger factor when working under a relative is the problem of
self-worth. It is hard to feel like
you are worth something when your father is an MD.
24. A business relationship with your father makes your family
relationship harder.
I do not look to go into the family business straight away, as I
feel this is giving a commitment to
work there for the rest of my life.
I would join only because I am genuinely qualified, not because
I am the owner’s daughter.
The difference in my father’s education and mine is a factor
affecting why I have decided not to
go into the business. I have more choice over what I want to do
as a career, and my personal
interests would not be met by my father’s company. I am sure it
would not have been his choice
had he had the same educational choices as me.
11
As much as the route into the family business is seen by
outsiders as an “easy route to wealth
and inheritance,” in my case it was also a liability. At 17, was I
to be the fourth generation after
100 years that could not keep the company going?
25. business. The business owner may feel guilty
because his devotion to the business takes away from the
attention he should be giving to his
children. Out of a sense of guilt, he or she starts to bribe the
children, “a kind of pay-off for not
being available emotionally or otherwise.”
[44]
ain emanating from “family members milking the
business and a disequilibrium
between contribution and compensation”
[45]
can have a significant negative impact on the
business.
members as managers, inequitable reward
systems, [and] greater difficulties in attracting professional
management”
[46]
can easily lead to
low morale among nonfamily members of the business, and it
can ultimately result in business
failure.
26. ses frequently have a confusing organization,
with “messy structure and no clear
division of tasks.” Authority and responsibility lines are
unclear; jobs may overlap; executives
may hold a number of different jobs; and the decision-making
hierarchy may be completely
ignored, existing only to be bypassed.
[47]
This can create a dysfunctional working environment.
rule that is characterized by a
resistance to change, secrecy, and the attraction of dependent
personalities.
[48]
K E Y T A K E A WA Y S
percent of US employment, and 78 percent of the new jobs
that are created.
and disadvantages.
It
is important to understand both.
27. E X E R C I S E
12
1. In Chapter 2 "Your Business Idea: The Quest for Value",
Robert
Rainsford was introduced in the Frank’s All-American
BarBeQue case. He has returned to the family business and is
very enthusiastic about expanding the business. He has
identified four options: (a) expanding the restaurant either at
its current site or elsewhere in Fairfield; (b) opening several
similar-sized restaurants in nearby towns; (c) using the Internet
to expand sales; and (d) expanding the sales of Frank’s sauces
from a local store to a regional supermarket chain. Any one of
these ideas would represent a change from his father’s
business model. Given that he had not expressed any interest
in the management of the business, how should he go about
approaching his father with these ideas? If the company
expands, should Robert approach his sister and her husband
28. about taking a more active role in the business? What should
their roles be?
[1] “Focusing on Business Families,” BDO, November 2009,
accessed October 8,
2011, static.staging.bdo.defacto-
cms.com/assets/documents/2010/04/Focusing_on
_business_families.pdf.
[2] Joseph H. Astrachan and Melissa Carey Shanker, “Family
business’s Contribution to the U.S.
Economy: A Closer Look,” Family Business Review 16, no. 3
(2003): 211–19.
[3] “Family Businesses,” Entrepreneur, 2010, accessed October
8,
2011,www.entrepreneur.com/encyclopedia/term/82060.html.
[4] “Making a Difference: The PricewaterhouseCoopers Family
Business Survey
2007/08,” PriceWaterhouseCoopers, November 2007, accessed
October 8,
2011,www.pwc.com/en_TH/th/publications/assets/pwc_fbs_surv
ey.pdf.
[5] Kelin E. Gersick et al., Generation to Generation: Life
Cycles of the Family Business(Cambridge, MA:
Owner Managed Business Institute, Harvard Business School
29. Press, 1997), 1.
13
[6] Joseph H. Astrachan and Shanker, “Family business’s
Contribution to the U.S. Economy: A Closer
Look,” Family Business Review 16, no. 3 (2003): 211–19.
[7] “Family Business Statistics,” Gaebler.com: Resources for
Entrepreneurs, October 10, 2010, accessed
October 8, 2011, www.gaebler.com/Family-Business-
Statistics.htm.
[8] “Family Business Statistics,” Gaebler.com: Resources for
Entrepreneurs, October 10, 2010, accessed
October 8, 2011, www.gaebler.com/Family-Business-
Statistics.htm; and Stacy Perman, “Taking the Pulse
of Family Business,” February 13, 2006, accessed October 8,
2011,www.BusinessWeek.com/smallbiz/content/feb2006/sb2006
0210_476491.htm.
[9] “Making a Difference: The PricewaterhouseCoopers Family
Business Survey
2007/08,” PriceWaterhouseCoopers, November 2007, accessed
October 8,
2011,www.pwc.com/en_TH/th/publications/assets/pwc_fbs_surv
30. ey.pdf.
[10] “Myths and Realities of Family Business,” 2002, accessed
October 8,
2011,www.insead.edu/discover_insead/publications/docs/IQ03.p
df.
[11] “Myths and Realities of Family Business,” 2002, accessed
October 8,
2011,www.insead.edu/discover_insead/publications/docs/IQ03.p
df.
[12] Alexis Writing, “Pros and Cons of Family Business,”
Chron.com, 2010, accessed October 8,
2011, smallbusiness.chron.com/pros-cons-family-business-
409.html.
[13] Margaret Steen, “The Decision Tree of Family Business,”
Stanford Graduate School of Business,
August 2006, accessed June 21, 2012, www-prd-
0.gsb.stanford.edu/news/bmag/sbsm0608/feature_familybiz.html
.
[14] Alison Damast, “Family Inc.: The New B-School Job
Choice,” Bloomberg BusinessWeek, April 12,
2010, accessed October 8,
2011,www.BusinessWeek.com/print/bschools/content/apr2010/b
s20100412_706043.htm.
31. [15] “American Family Business Survey,” Mass Mutual
Financial Group, 2007, accessed October 8,
2011, www.massmutual.com/mmfg/pdf/afbs.pdf.
[16] Margaret Steen, “The Decision Tree of Family Business,”
Stanford Graduate School of Business,
August 2006, accessed June 21, 2012, www-prd-
0.gsb.stanford.edu/news/bmag/sbsm0608/feature_familybiz.html
.
14
[17] “American Family Business Survey,” Mass Mutual
Financial Group, 2007, accessed October 8,
2011, www.massmutual.com/mmfg/pdf/afbs.pdf.
[18] “The Family Business Survey 2008/2009,” Praxity, 2009,
accessed October 8,
2011,http://praxityprod.awecomm.com/News/2009/Pages/UKFa
milyBusinessSurvey.aspx.
[19] Alexis Writing, “Pros and Cons of Family Business,”
Chron.com, 2010, accessed October 8,
2011, smallbusiness.chron.com/pros-cons-family-business-
409.html.
[20] “American Family Business Survey,” Mass Mutual
32. Financial Group, 2007, accessed October 8,
2011, www.massmutual.com/mmfg/pdf/afbs.pdf.
[21] “American Family Business Survey,” Mass Mutual
Financial Group, 2007, accessed October 8,
2011, www.massmutual.com/mmfg/pdf/afbs.pdf.
[22] “Advantages of Family Businesses,” Business Link,
accessed October 8,
2011,www.businesslink.gov.uk/bdotg/action/detail?itemId=1073
792650&type= RESOURCES.
[23] Manfred F. R. Kets de Vries, “The Dynamics of Family
Controlled Firms: The Good and the Bad
News,” Organizational Dynamics 21, no. 3 (1993): 59–71.
[24] Manfred F. R. Kets de Vries, “The Dynamics of Family
Controlled Firms: The Good and the Bad
News,” Organizational Dynamics 21, no. 3 (1993): 59–71.
[25] Manfred F. R. Kets de Vries, “The Dynamics of Family
Controlled Firms: The Good and the Bad
News,” Organizational Dynamics 21, no. 3 (1993): 59–71.
[26] Manfred F. R. Kets de Vries, “The Dynamics of Family
Controlled Firms: The Good and the Bad
News,” Organizational Dynamics 21, no. 3 (1993): 59–71.
[27] Manfred F. R. Kets de Vries, “The Dynamics of Family
33. Controlled Firms: The Good and the Bad
News,” Organizational Dynamics 21, no. 3 (1993): 59–71.
[28] Manfred F. R. Kets de Vries, “The Dynamics of Family
Controlled Firms: The Good and the Bad
News,” Organizational Dynamics 21, no. 3 (1993): 59–71.
[29] Manfred F. R. Kets de Vries, “The Dynamics of Family
Controlled Firms: The Good and the Bad
News,” Organizational Dynamics 21, no. 3 (1993): 59–71.
[30] Kelin E. Gersick et al., Generation to Generation: Life
Cycles of the Family Business(Cambridge, MA:
Owner Managed Business Institute, Harvard Business School
Press, 1997), 2–3.
15
[31] Margaret Steen, “The Decision Tree of Family Business,”
Stanford Graduate School of Business,
August 2006, accessed June 21, 2012, www-prd-
0.gsb.stanford.edu/news/bmag/sbsm0608/feature_familybiz.html
.
[32] Margaret Steen, “The Decision Tree of Family Business,”
Stanford Graduate School of Business,
34. August 2006, accessed June 21, 2012, www-prd-
0.gsb.stanford.edu/news/bmag/sbsm0608/feature_familybiz.html
.
[33] “The Family Business Survey 2008/2009,” Praxity, 2009,
accessed October 8,
2011,http://praxityprod.awecomm.com/News/2009/Pages/UKFa
milyBusinessSurvey.aspx.
[34] Alexis Writing, “Pros and Cons of Family Business,”
Chron.com, 2010, accessed October 8,
2011, smallbusiness.chron.com/pros-cons-family-business-
409.html.
[35] Alexis Writing, “Pros and Cons of Family Business,”
Chron.com, 2010, accessed October 8,
2011, smallbusiness.chron.com/pros-cons-family-business-
409.html.
[36] “Advantages and Disadvantages of a Family Business,”
September 6, 2009, accessed October 8,
2011, pinoynegosyo.blogspot.com/2009/09/advantages-and -
disadvantages-of-family.html.
[37] “Advantages and Disadvantages of a Family Business,”
September 6, 2009, accessed October 8,
2011, pinoynegosyo.blogspot.com/2009/09/advantages-and -
disadvantages-of-family.html.
[38] David G. Sirmon and Michael A. Hitt, “Managing
35. Resources: Linking Unique Resources,
Management, and Wealth Creation in Family Firms,”
Entrepreneurship Theory and Practice, Summer
2003, 339–58.
[39] David G. Sirmon and Michael A. Hitt, “Managing
Resources: Linking Unique Resources,
Management, and Wealth Creation in Family Firms,”
Entrepreneurship Theory and Practice, Summer
2003, 339–58.
[40] Manfred F. R. Kets de Vries, “The Dynamics of Family
Controlled Firms: The Good and the Bad
News,” Organizational Dynamics 21, no. 3 (1993): 59–71.
[41] Sue Birley, “Attitudes of Owner-Managers’ Children
towards Family and Business
Issues,” Entrepreneurship Theory and Practice, Spring 2002, 5–
19.
[42] Sue Birley, “Attitudes of Owner-Managers’ Children
towards Family and Business
Issues,” Entrepreneurship Theory and Practice, Spring 2002, 5–
19.
16
36. [43] Sue Birley, “Attitudes of Owner-Managers’ Children
towards Family and Business
Issues,” Entrepreneurship Theory and Practice, Spring 2002, 5–
19.
[44] Manfred F. R. Kets de Vries, “The Dynamics of Family
Controlled Firms: The Good and the Bad
News,” Organizational Dynamics 21, no. 3 (1993): 59–71.
[45] Manfred F. R. Kets de Vries, “The Dynamics of Family
Controlled Firms: The Good and the Bad
News,” Organizational Dynamics 21, no. 3 (1993): 59–71.
[46] Manfred F. R. Kets de Vries, “The Dynamics of Family
Controlled Firms: The Good and the Bad
News,” Organizational Dynamics 21, no. 3 (1993): 59–71.
[47] Manfred F. R. Kets de Vries, “The Dynamics of Family
Controlled Firms: The Good and the Bad
News,” Organizational Dynamics 21, no. 3 (1993): 59–71.
[48] Manfred F. R. Kets de Vries, “The Dynamics of Family
Controlled Firms: The Good and the Bad
News,” Organizational Dynamics 21, no. 3 (1993): 59–71.
3.2 Family Business Issues
L E A R N I N G O B J E C T I V E
37. 1. Explain why communication, employing family and
nonfamily
members, professional management, employment
qualifications, salaries and compensation, succession, and
ethics are important issues for all family businesses.
Looking at the vision and hard work of the founders, family
businesses “take on their unique
character as new members of the family enter the business. At
best, the environment can be
inspiring and motivating. At worst, it can result in routine
business decisions becoming clouded
by emotional issues.”
[1]
The owners and managers of family businesses face many
unique challenges. These challenges
stem from the overlap of family and business issues and include
communication, employing
family and nonfamily members, professional management,
employment qualifications, salaries
and compensation, and succession.
Communication
38. 17
Communication is important in any business, but the
complexities of communication in a family
business are particularly problematic. Experts say that
communication is one of the most
difficult parts of running a family business.
[2]
The approach to communication needs to include
commitment, the avoidance of secrecy, and an understanding of
the risks of bad
communication.
Commitment
In a family business, it is critical that there be a commitment to
communicate effectively with
family and nonfamily members of the business. “Business
leaders should be open about their
awareness of the potential for communication issues to evolve
and their willingness to accept
feedback and input from all employees about opportunities for
improvement and areas of
concern.”
[3]
39. One important issue is whether there should be a line drawn
between family and business
discussions. Some suggest that setting up strict guidelines from
the start that draw a clear line
between the different types of discussions is a good approach.
[4]
By contrast, the Praxity Family
Business Survey
[5]
found that it is considered OK to talk about the business
anywhere and at any
time, whether at work or at home:
reported talking about business at home.
-seven percent talk about it in the workplace.
-four percent talk about it when and wherever.
Secrecy
In family businesses, it is particularly important not to convey
the impression that family
members are more in the know than other employees. “…Even
when this is not the case, the
40. potential for the perception of exclusivity may exist. Steps
should be taken to address any issues
that may arise openly, honestly, and without preference for
family members.”
[6]
Risks of Bad Communication
If good communication channels are not in place, the following
can occur:
know what other family
members feel or want.”
18
the business even if they don’t have
the best business skills.”
family member ends up dominating the business.”
-member shareholders not active in the business fail
to understand the objectives of those
who are active and vice versa.”
41. versa.”
[7]
These difficulties can be overcome if the family business makes
a concerted effort to create and
maintain an environment of open communication where people
feel comfortable voicing
opinions and concerns. It is important that family and nonfamily
members have an equal
opportunity to express their views.
Employing Family and Nonfamily Members
It is natural for a family business to employ family members,
especially in management
positions. Family members tend to be the first people hired
when a small business gets started,
and as the business grows, so do their roles.
[8]
There are both pros and cons to hiring family
members. Both need to be considered carefully. Who to hire
may well be the biggest
management challenge that a family business owner faces.
Pros
On the positive side of things, several advantages can be
42. identified for hiring family members:
[9]
-term stability
lues
contribute to its success
19
“A family whose members work well together can also give the
business a welcoming and
friendly feel. It can encourage employees who aren’t in the
immediate family to work harder to
gain acceptance by those employees who are.”
[10]
43. Cons
There are also quite a few disadvantages to hiring family
members:
[11]
can spill from home into
the workplace.
o There is always the possibility of managerial incompetence.
o It may not be possible to separate family and work.
o Patterns of conflict will be rooted in early family experiences.
o Communication may break down.
o Sibling rivalry may create problems.
to earn their positions; their
success will be seen as linked to their name instead of their
abilities.
o The company may be subject to charges of discriminatory
hiring practices if job openings
are not published.
o Nonfamily members of the business may feel that family
44. members get hiring preference.
o Nonfamily members may feel that they will be automatically
outvoted in decision making.
o Hiring primarily family members for management positions
may lead to hiring
suboptimal people who cannot easily be dismissed. This could
lead to greater conflict
because of promotion criteria that are not based on merit.
Hiring Nonfamily Members
There will be times when the better decision may be to hire a
nonfamily person for a particular
job. Experience has shown that a family business is less likely
to be successful if it employs only
family members; bringing in the fresh thinking that comes with
external expertise can be
valuable at all levels of a business.
[12]
In addition, nonfamily members can offer stability to a
family business by offering a fair and impartial perspective on
business issues. The challenge is
in attracting and retaining nonfamily employees because these
employees “may find it difficult
to deal with family conflicts on the job, limited opportunities
45. for advancement, and the special
20
treatment sometimes accorded family members. In addition,
some family members may resent
outsiders being brought into the firm and purposely make things
unpleasant for nonfamily
employees.”
[13]
Because it is likely that a growing family business will need to
hire people from
the outside, it is important that the business come to terms with
that necessity. Policies and
procedures can help with the transition, but the most important
thing is to prepare the family
culture of the business to accept a nonfamily member. Not
surprisingly, this is much easier said
than done.
Professional Management
The decision to hire a professional manager is likely one of the
most important and difficult
hiring decisions that a family business owner will have to make.
46. The typical definition of
professional managers equates them with external, nonfamily,
nonowner managers, thus
declaring professional management and family management as
mutually exclusive.
[14]
“A typical
argument…is that professional nonfamily managers should be
brought in to provide ‘objectivity’
and ‘rationality’ to the family firm.”
[15]
There are several problems with this way of thinking. First, it
perpetuates the outdated notion
that family members are not professional, that the smartest
thing for a family business to do is
to bring in professional management—as quickly as possible.
[16]
Second, professional managers are not always prepared to deal
with the special nature of family-
owned businesses. “The influence of families on businesses they
own and manage is often
invisible to management theorists and business schools. The
core topics of management
47. education—organizational behavior, strategy, finance,
marketing, production, and accounting—
are taught without differentiating between family and nonfamily
businesses.”
[17]
This does an
injustice to the unique workings of a family-owned business.
Third, a professional manager from the outside is not always
prepared, perhaps not even most of
the time, to deal with the special nature of family companies.
The dominant view on professional
management downplays the importance of the social and the
cultural context. “This is a problem
in family firms where family relations, norms, and values are
crucial to the workings and
development of the business.”
[18]
It is argued that the meaning business families attach to their
21
businesses is guided by family values and expectations—so
much so that “anything or anyone
48. that interrupts this fragility could send the business into chaos.”
[19]
The hiring of an outside manager, therefore, should include an
assessment of
both formal competence and cultural competence. Formal
competence refers to formal
education, training, and experience outside the family business.
Although it is certainly helpful
and appropriate, formal competence is not sufficient for
managerial effectiveness. It needs to be
supplemented with cultural competence, an understanding of the
culture of a specific firm.
Interestingly, most family businesses look only to formal
competence when selecting a CEO.
[20]
Culture and Nonfamily CEOs
It is extremely important to understand the culture of the family
firm. It means that
as a leader you have to be sensitive to the organization’s
reactions on the things you
say and do. I have a long-term employee on my management
team, and she is my
49. guide in these issues. She can tell me how the organization will
react and how things
are likely to be received. We have to build on the past even
though we have to do a
lot of things in new and different ways. But because of the
culture, this might be very
sensitive. (The words of a nonfamily CEO in a family business.)
As a nonfamily CEO, you have to have in-depth respect for the
invisible forces
among the employees in the family firm. You cannot escape the
fact that there will
always be special bonds between the family firm and the owner.
Always. (The words
of a nonfamily CEO in a family business.)
[21]
One concern of family businesses may be that the hiring of a
nonfamily manager will result in
the loss of their “familiness.” However, one study found that,
even with nonfamily managers
bringing nonfamily management activities, styles, and
characteristics, “the special and unique
aspects and forces of the system of the family, its individual
family members, and the business
50. itself provide a synergistic force that offsets the outside
influences of the [nonfamily
managers].”
[22]
This same study acknowledged, however, that their research
did not focus on
understanding at what point, or percentage of nonfamily
members, the feeling of “familiness”
will begin to erode.
[23]
Employment Qualifications
22
One of the more difficult challenges that a family business must
face is determining employment
qualifications for employees, both family and nonfamily. The
lack of a clear employment policy
and process can lead to major conflicts in the company.
Unfortunately, it would appear that,
despite their benefit, most family businesses have a family
employment policy.
[24]
51. As a result,
many family businesses may end up with more employees from
the family than the company
needs, and some of these people may not even be qualified or
suitable for the jobs they have
been given. “Some family businesses even find themselves
acquiring businesses that have no
relationship with their original business or keeping some
unprofitable business lines just to
make sure that everybody in the family gets a job within the
company.”
[25]
This kind of situation
benefits no one.
A written family-business employment policy can solve a
myriad of problems because it spells
out the specific terms for family and nonfamily members with
respect to recruiting, hiring,
promoting, compensating, and terminating. One
recommendation is that an ideal family
employment policy should include the following:
[26]
52. philosophy.”
ly members will apply and be considered
for positions.”
compensation and supervision.”
promoting family business members.”
t family members will be completing the same
applications that other candidates
will complete.
purpose is to help the family business
succeed and to support, develop, and motivate family members
to lead successful and productive
lives.
they have read and agreed to it.
Others have recommended “that family members meet three
qualifications before they are
allowed to join the family business on a permanent basis: an
appropriate educational
background; three to five years’ outside work experience; and
an open, existing position in the
53. firm that matches their background.”
[27]
23
There are no rules that dictate the content of a family business
employment policy, so
differences from one family business to another can be
expected. However, it is very important
“to set employment conditions that do not discriminate against
or favor family members. This
would help establish an atmosphere of fairness and motivation
for all employees of the family
business.”
[28]
The benefits of an employment policy notwithstanding, the idea
may be met with resistance.
There may be the feeling that hiring decisions for family
members should be separate from the
hiring decisions for nonfamily members because being a family
member provides special
qualifications that cannot be matched by someone outside the
54. family. How to proceed will
ultimately fall on the shoulders of the family business owner.
Salaries and Compensation
As difficult as hiring decisions may be for the family business,
decisions about salaries and
compensation are probably even worse. No matter how well
intentioned and well designed the
company’s compensation plan may be, there will still be
jealousies, hard feelings, severed sibling
relationships, and even lawsuits, particularly among those
family members who feel they have
been treated unfairly.
[29]
This presents a daunting challenge: how to develop a
compensation
plan that will be fair to family members and good for the
business:
One of the greatest struggles of operating a family business is
separating the family
from the business. Oh yes, there are many great benefits to
having family in the
business and to being a family member in a family business, but
the most difficult
55. problems result when “family values” and issues take over,
leaving business values
and needs wanting. There is no greater source for family
business problems—nor
more fertile ground for their cure—than the family business
compensation
systems.
[30]
Some of the Problems
Family businesses often make several common mistakes when
developing their compensation
plans.
be equal compensation
for all family members, sometimes
even for the owner. This creates a very sticky situation because
all family members are not created
24
equal. “It is sometimes difficult to assess and compare the
talents of family members who are also
employees. Nor do all family members contribute equally to the
business. As a result of the stress
56. that this causes, many family business owners ignore the
problem and let compensation become a
breeding ground for dissension in the family.”
[31]
reason often given? It saves on taxes.
Not surprisingly, this approach leaves wives isolated from the
business, invisible in the decision-
making process, and unappreciated. This problem extends to the
compensation of sons and
daughters as well. A survey by Mass Mutual Insurance
Company
[32]
reported a big discrepancy
among the salaries of sons and daughters in family businesses
across America. The average salary
of the typical son in a family business was $115,000, while his
sister earned only $19,000. This
may be due to the tendency of sons being groomed for
leadership, while daughters are groomed
for the supportive roles that command lower salaries.
r family members is higher than that for
nonfamily members, but the
57. differential is not tied to the actual job requirements or
performance. This situation can lead to
anger, reduced motivation, resentment, and eventual departure
of the nonfamily member from
the firm.
—for a variety of
reasons:
[33]
o “Guilt, because mom & pop were so busy working when the
kids were young.”
o “Fear of conflict, because someone’s wife threatens not to
come to the family picnic.”
o “Resistance to change, because ‘That’s the way we’ve always
done it.’”
o “Inability to confront family members who feel ‘entitled’ to
inflated salaries.”
o “Determination to minimize estate taxes by transferring
wealth through compensation.”
policies. What this means is
that compensation is not correctly determined by job
requirements and performance in
those jobs. When this happens, small problems develop
58. centrifugal force:
[34]
o “Fighting between sibling/cousin partners increases.”
o “Hard-working family members and employees lose morale.”
o “Well-motivated competent employees leave the company.”
o “The company loses its competitive edge and growth
potential.”
25
o “Family harmony decreases.”
o “The value of the company declines, or it is sold—for the
wrong reasons.”
Some of the
Solution
s
Developing a fair compensation plan for the family business is
not easy. It requires good faith,
59. trust, and good business sense. The dollar amounts offered to
family members will be critical,
but the more pressing issue is fairness.
[35]
Unfortunately, fairness is often construed as equality.
This must be avoided.
There is no template for designing a compensation plan for
family businesses, but there are
several recommendations:
[36]
include responsibilities, level of
authority, technical skills, level of experience and education
required for the job, and goals for an
annual performance review. In a performance-based company,
the amount of stock owned by a
60. family member will not be related to his or her compensation.
understands the standards that are
used to pay people. The following is a sample of a written
compensation plan philosophy that was
developed by one family.
Family members employed in the business will be paid
according to the standards in
our region, as reported by our trade association, for a specific
position, in
companies of our size. In order to retain good employees we
will pay all employed
family members and other managers within the top quartile of
our industry’s
standards. Additional compensation will be based on success in
reaching specific
61. company goals, with bonuses shared among all members of the
management team.
Individual incentives will be determined according to
measurable goals for job
performance determined each year, and reviewed by the
appropriate manager.
[37]
the industry of the family business in
the applicable region of the country. Look at companies that are
similar in the number of
employees, revenue, and product. If possible, obtain salary and
benefit information.
salaries and wages paid for
comparable positions at similarly sized businesses. Paying at
62. this market value will have an
26
excellent effect on nonfamily members because they will feel
that they are on an even playing
field. There will be a positive effect on business morale.
help in determining compensation
levels for individual family members. However, this assistance
must be seen as truly objective,
with no reason to favor one viewpoint over another.
Oh, Those Sleepless Nights!
A recent family business survey
[38]
63. reported that the following things keep family business
owners awake at night.
Rank The Nightmare
Percentage Citing as a Significant
Concern (%)
1 Family members can never get away from work. 18
2 Business disagreements can put strain on family relationships.
17
3
Emotional aspects can get in the way of important business
decisions. 16
4
Transition to the next generation is more difficult than a third-
64. party sale. 10
5
There can often be conflicts regarding the fairness of reward
for effort. 9
6 The business rewards are not necessarily based on merit. 8
7
Family members find it difficult to be individuals in their own
right. 5
8 Difficulties arise in attracting professional management. 5
9 Children can be spoiled through inequitable rewards. 4
10
Outside shareholders do not contribute but take payouts from
the business. 3
65. 27
Rank The Nightmare
Percentage Citing as a Significant
Concern (%)
11
The family is always put before the business and therefore can
be less efficient. 3
12
Past deeds are never forgotten and are brought up at
inappropriate times. 2
Other urgent issues identified by a different family business
66. survey included, in order of
importance, the following:
[39]
-care costs
ding qualified employees
Succession
67. Another important issue that is particularly difficult for family
businesses issuccession. As
mentioned earlier in this chapter, succession is about passing
the business to the next
generation. Decisions have to be made about who will take over
the leadership and/or
ownership of the company when the current generation dies or
retires.
[40]
Interestingly, “only a
third of all family businesses successfully make the transition to
the second generation largely
because succeeding generations either aren’t interested in
running the business or make drastic
changes when they take the helm.”
[41]
68. There are family businesses that manage the transition
across generations quite easily because the succession process
chooses only the children willing
and able to join and work with the prevailing family, business
values, and goals. Unfortunately,
there are also instances in which children have had to leave
school as soon as legally allowed,
28
not equipped to manage either the business, their lives, or their
family. These children spend
many resentful years in the business until it fails.
[42]
Passing the family business to the next generation is a difficult
thing to do, but succession is a
69. matter of some urgency because 40 percent of US businesses are
facing the issue of succession
at any given point in time.
[43]
This urgency notwithstanding, there are several forces that act
against succession planning:
[44]
1. Founder
o Fear of death
o Reluctance to let go of power and control
o Personal loss of identity
o Fear of losing work activity
o Feelings of jealousy and rivalry toward successor
70. 2. Family
o Founder’s spouse’s reluctance to let go of role in firm
o Norms against discussing family’s future beyond lifetime of
parents
o Norms against favoring siblings
o Fear of parental death
3. Employees
o Reluctance to let go of personal relationship with founder
o Fears of differentiating among key managers
o Reluctance to establish formal controls
o Fear of change
4. Environmental
o Founder’s colleagues and friends continue to work
71. o Dependence of clients on founder
o Cultural values that discourage succession planning
These are powerful forces working against succession planning,
but they need to be overcome
for the good of the founder, the family, and the business. It will
be tricky to balance the needs of
all three and fold them into a good succession plan.
29
The Succession Plan
Voyageur Transportation, a company in London, calls its
successful succession planning
program, “If you got hit by a beer truck, what would happen to
your department?”
[45]
72. As a family
business owner, you should pose this question in terms of
yourself and your business. Hopefully,
this will provide the impetus you need to develop a succession
plan.
A good succession plan outlines how the succession will occur
and what criteria will
be used to judge when the successor is ready to take on the task.
It eases the
founder’s concerns about transferring the firm to someone else
and provides time in
which to prepare for a major change in lifestyle. It encourages
the heirs to work in
the business, rather than embarking on alternative careers,
because they can see
what roles they will be able to play. And it endeavors to provide
73. what is best for the
business; in other words, it recognizes that managerial ability is
more important
than birthright, and that appointing an outside candidate may be
wiser than
entrusting the company to a relative who has no aptitude for the
work.
[46]
A good succession plan will recognize and accept people’s
differences, not assume that the next
generation wants the business; determine if heirs even have
enough experience to run the
business; consider fairness; and think and act like a business.
The plan should also include a
timetable of the transition stages, from the identification of a
successor to the staged and then
74. full transfer of responsibilities, and a contingency plan in case
the unforeseen should happen,
such as the departure or death of the intended successor or the
intended successor declining the
role.
[47]
It would also be helpful to get some good professional advice—
from company advisors
who have expertise in the industry as well as other family-run
businesses.
[48]
Although each succession plan will be different, the following
components should be seen as
necessary for a good succession plan:
[49]
1. Establish goals and objectives. As the family business owner,
75. you must establish your
personal goals and vision for the business and your future role
in its operation. You should
include your retirement goals, family member goals, goals of
other stakeholders (e.g., partners,
shareholders, and employees), and goals relating to what should
happen in the case of your
illness, death, or disability.
30
2. Family involvement in the decision-making process. If the
family and stakeholders who
are involved in the decision-making process are kept informed
of the decisions being made, many
of the problems related to inheritance, management, and
76. ownership issues will be alleviated.
Communication, the process for handling family change and
disputes, the family vision for the
business, and the relationship between the family and the
business should be addressed. The
surest path to family discord is developing the succession plan
on your own and then announcing
it.
[50]
3. Identify successor(s). This section of the plan will address
the issue of who takes over
ownership and management of the business. Identification of the
potential successor(s), training
of the successor(s), building support for the successor(s), and
teaching the successor(s) to build
vision for the business are included here. Working with your
77. successor(s) for a year or two before
you hand over the business will increase the chances for
success.
[51]
4. Estate planning. Estate planning is important if you are
planning to retire or want to take
precautionary measures regarding the future of the business in
the event you are unable to
continue operation of the family business due to illness,
disability, or death. You should consult a
lawyer, an accountant, a financial/estate planner, and a life
insurance representative so that your
benefits will be maximized. You will need to consider taxation,
retirement income, provisions for
other family members, and active/nonactive family members.
5. Contingency planning. Contingency planning is about
78. unforeseen circumstances. It is about
strategizing for the most likely “what if” scenarios (e.g., your
death or disability). By thinking in
terms of the unforeseen, you will be taking a proactive rather
than reactive approach.
6. Company structure and transfer methods. This section of the
succession plan involves the
review and updating of the organizational and structural plan
for the organization taking into
account the strengths and weaknesses of the successor. The
following needs to be identified: the
roles and the responsibilities of the successor, the filling of key
positions, structuring of the
business to fit the successor, the potential roles for the retiring
owner, any legal complications,
and financial issues.
79. 7. Business valuation. This section is relevant only if the
business is being sold. Passing the
business to a family member would not involve a business
valuation.
31
8. Exit strategy. With any succession, ownership will be
transferred, and you will remove yourself
from the day-to-day operations of the business. Alternatives
will be compared, and a framework
for making your final choices will be developed. The transfer
method and the timelines are
decided. The exit plan should then be published and distributed
to everyone who is involved in
the succession process.
80. 9. Implementation and follow-up. The succession plan should be
reviewed regularly and
revised as situations change. It should be a dynamic and a
flexible document.
As difficult as the planning process can be, the goal should be a
succession plan that will be in
the best interests of all—or most—of the parties involved.
Business interests should be put ahead
of family interests, and merit should be emphasized over family
position.
[52]
The Family Business and Technology
In 2008, when R. Michael Johnson—Mikee to everyone who
knows him—took over the
pressure-treated lumber company his grandfather founded in
1952, he had a great idea: laptops
81. for all managers and sales staff.
“‘You would have thought the world was coming apart,” says
Johnson, CEO and president of Cox
Industries in Orangeburg, South Carolina. One salesman—
convinced that the computer would
be used to track his movements outside the office—up and quit.
A buyer who had been with the
company for thirty-five years said he would like a fax machine
but could not see why he needed
a computer when he had managed just fine without one for so
long.
And that was just the beginning. In an industry where some
businesses still write delivery tickets
by hand and tote them up on calculators, Johnson recently led
the company through an ERP
(enterprise resource planning) software conversion and
distributed iPhones to the sales team so
82. they can use the company’s new customer relationship
management (CRM) system.
“‘Let’s just say I have spent quite a few Sunday lunches after
church explaining technology
acronyms to Granddad and Grandmom,” Johnson says.
The resistance to new technology quieted, however, after
Johnson was able to point to market
share growth of 35 percent at the $200 million business in the
past year. “The numbers are
starting to resonate,” he says. “Five years ago, I couldn’t even
say what our market share was
because we didn’t have the technology to figure it.”
[53]
83. 32
K E Y T A K E A WA Y S
ing
family and nonfamily members, professional management,
employment qualifications, salaries and compensation, and
success. Each issue can create conflict.
business, especially by nonfamily CEOs.
business to family members.
E X E R C I S E S
1. Select a family business in your area. Make arrangements to
84. speak with three members of the family who work in the
business. Develop a list of ten questions that cover a broad
range of issues, such as the approach to compensation (but do
not ask for specific salary or wage numbers), the process for
hiring family and nonfamily members, and the plans for
passing the business to the next generation. Ask each member
of the business the same questions. Pull the answers together
and compare them. Where did you find similarities? Where did
you find differences? Did everyone know the answer to each
question? Where were people reluctant to answer? Prepare a
three- to five-page report on your findings.
2. The family business is looking to expand, and some members
of the family, but not all, feel that it might be worth bringing in
85. someone from the outside to fill one of the new management
positions because the family talent has been pretty much
exhausted. Design a process for hiring an external manager.
33
What things should be considered? How might you get buy-in
from all family members?
[1] “Focusing on Business Families,” BDO, November 2009,
accessed October 8,
2011, static.staging.bdo.defacto-
cms.com/assets/documents/2010/04/Focusing_on
_business_families.pdf.
[2] Christine Lagorio, “How to Run a Family Business,” Inc.,
86. March 5, 2010, accessed October 8,
2011, www.inc.com/guides/running-family-business.html.
[3] Leigh Richards, “Family Owned Business and
Communication,” Chron.com, 2010, accessed June 1,
2012, http://smallbusiness.chron.com/family-owned -business-
communication-3165.html.
[4] Leigh Richards, “Family Owned Business and
Communication,” Chron.com, 2010, accessed October 8,
2011, smallbusiness.chron.com/family-owned-business -
communication-3165.html.
[5] “The Family Business Survey 2008/2009,” Praxity, 2009,
accessed October 8,
2011,http://praxityprod.awecomm.com/News/2009/Pages/UKFa
milyBusinessSurvey.aspx.
[6] Leigh Richards, “Family Owned Business and
Communication,” Chron.com, 2010, accessed October 8,
87. 2011, smallbusiness.chron.com/family-owned-business -
communication-3165.html.
[7] “Communication and Family Businesses,” Business Link,
2010, accessed October 8,
2011,
www.businesslink.gov.uk/bdotg/action/detail?type=RESOURCE
S&itemId= 1073792652.
[8] Philip Keefe, “Hiring Family Members for the Family
Business,” March 30, 2010, accessed October 8,
2011, philip-keeffe.suite101.com/hiring-family-members-for-the
-family-business-a220028.
[9] Dean Fowler and Peg Masterson Edquist, “Evaluate the Pros
and Cons of Employing Family
Members,” Business Journal, June 6, 2003, accessed October 8,
2011,
www.bizjournals.com/milwaukee/stories/2003/06/09/smallb6.ht
ml; and Philip Keefe, “Hiring
88. Family Members for the Family Business,” March 30, 2010,
accessed October 8, 2011, philip-
keeffe.suite101.com/hiring-family-members-for-the-family -
business-a220028.
[10] Philip Keefe, “Hiring Family Members for the Family
Business,” March 30, 2010, accessed October 8,
2011, philip-keeffe.suite101.com/hiring-family-members-for-the
-family-business-a220028.
[11] Dean Fowler and Peg Masterson Edquist, “Evaluate the
Pros and Cons of Employing Family
Members,” Business Journal, June 6, 2003, accessed October 8,
2011,
www.bizjournals.com/milwaukee/stories/2003/06/09/smallb6.ht
ml; Philip Keefe, “Hiring Family
34
89. Members for the Family Business,” March 30, 2010, accessed
October 8, 2011, philip-
keeffe.suite101.com/hiring-family-members-for-the-family-
business -a220028; Annika Hall and Mattias
Nordqvist, “Professional Management in Family Businesses:
Toward an Extended
Understanding,” Family Business Review 21, no. 1 (2008): 51–
69; and Margaret Steen, “The Decision
Tree of Family Business,” Stanford Graduate School of
Business, August 2006, June 21, 2012,www-prd-
0.gsb.stanford.edu/news/bmag/sbsm0608/feature_familybiz.html
.
[12] “Focusing on Business Families,” BDO, November 2009,
accessed October 8,
2011, static.staging.bdo.defacto-
cms.com/assets/documents/2010/04/Focusing_on
90. _business_families.pdf.
[13] “Family Owned Businesses Law and Legal Definition,”
USLegal.com, 2010, accessed October 8,
2011, definitions.uslegal.com/f/family-owned-businesses.
[14] Annika Hall and Mattias Nordqvist, “Professional
Management in Family Businesses: Toward an
Extended Understanding,” Family Business Review 21, no. 1
(2008): 51–69.
[15] Annika Hall and Mattias Nordqvist, “Professional
Management in Family Businesses: Toward an
Extended Understanding,” Family Business Review 21, no. 1
(2008): 51–69.
[16] Annika Hall and Mattias Nordqvist, “Professional
Management in Family Businesses: Toward an
Extended Understanding,” Family Business Review 21, no. 1
(2008): 51–69.
91. [17] Kelin E. Gersick et al., Generation to Generation: Life
Cycles of the Family Business(Cambridge, MA:
Owner Managed Business Institute, Harvard Business School
Press, 1997), 4.
[18] Annika Hall and Mattias Nordqvist, “Professional
Management in Family Businesses: Toward an
Extended Understanding,” Family Business Review 21, no. 1
(2008): 51–69.
[19] Annika Hall and Mattias Nordqvist, “Professional
Management in Family Businesses: Toward an
Extended Understanding,” Family Business Review 21, no. 1
(2008): 51–69.
[20] Annika Hall and Mattias Nordqvist, “Professional
Management in Family Businesses: Toward an
Extended Understanding,” Family Business Review 21, no. 1
(2008): 51–69.
[21] Annika Hall and Mattias Nordqvist, “Professional
92. Management in Family Businesses: Toward an
Extended Understanding,” Family Business Review 21, no. 1
(2008): 51–69.
[22] Matthew C. Sonfield and Robert N. Lussier, “Family-
Member and Non-family-Member Managers in
Family Businesses,” Journal of Small Business and Enterprise
Development 16, no. 2 (2009): 196–209.
35
[23] Matthew C. Sonfield and Robert N. Lussier, “Family-
Member and Non-family-Member Managers in
Family Businesses,” Journal of Small Business and Enterprise
Development 16, no. 2 (2009): 196–209.
[24] “GARBAGE IN—GARBAGE OUT: Family Employment
Policies,” ReGENERATION Partners, May 2002,
93. accessed October 8, 2011, www.regeneration-
partners.com/artman/uploads/20-2002-may-news.pdf.
[25] “Family Member Employment Policies (Case Study 1:
SABIS),” IFC Corporate Governance, 2006,
accessed October 8,
2011,www.smetoolkit.org/smetoolkit/en/content/en/6742/Family
-Member-
Employment-Policies-Case-Study-1 -SABIS%C2%AE-.
[26] “GARBAGE IN—GARBAGE OUT: Family Employment
Policies,” ReGENERATION Partners, May 2002,
accessed October 8, 2011, www.regeneration-
partners.com/artman/uploads/20-2002-may-news.pdf.
[27] Craig E. Aronoff and John L. Ward, Family Business
Succession: The Final Test of
Greatness (Marietta, GA: Business Owner Resources, 1992), as
cited in “Nepotism,” Reference for
Business.com, 2010, accessed October 8,
94. 2011,www.referenceforbusiness.com/small/Mail-
Op/Nepotism.html.
[28] “Family Member Employment Policies (Case Study 1:
SABIS),” IFC Corporate Governance, 2006,
accessed October 8,
2011,www.smetoolkit.org/smetoolkit/en/content/en/6742/Family
-Member-
Employment-Policies-Case-Study-1-SABIS%C2% AE-.
[29] “Family Owned Businesses: Compensation in Family
Businesses,”Gaebler.com Resources for
Entrepreneurs, 2010, accessed October 8,
2011,www.gaebler.com/Compensation-in-Family-
Businesses.htm.
[30] Bernard J. D’Avella Jr. and Hannoch Weisman, “Why
Compensation for Family Members Should Be
at Market Value,” Fairleigh Dickinson University, 2010,
95. accessed October 8,
2011, view.fdu.edu/default.aspx?id=2344.
[31] Kathy Marshack, “How to Arrive at Fair Compensation in a
Family Business,”American Chronicle,
February 29, 2008, accessed October 8,
2011,www.americanchronicle.com/articles/view/53757.
[32] Referenced in Kathy Marshack, “How to Arrive at Fair
Compensation in a Family
Business,” American Chronicle, February 29, 2008, accessed
October 8,
2011,www.americanchronicle.com/articles/view/53757.
36
[33] Ellen Frankenberg, “Equal Isn’t Always Fair: Making
Tough Decisions about Transmitting Family
96. Assets,” Frankenberg Group, 2010, accessed October 8,
2011,www.frankenberggroup.com/equal-isnt-
always-fair-making-tough-decisions-about -transmitting-family-
assets.html.
[34] Ellen Frankenberg, “Equal Isn’t Always Fair: Making
Tough Decisions about Transmitting Family
Assets,” Frankenberg Group, 2010, accessed October 8,
2011,www.frankenberggroup.com/equal-isnt-
always-fair-making-tough-decisions-about -transmitting-family-
assets.html.
[35] Dean Fowler and Peg Masterson Edquist, “Evaluate the
Pros and Cons of Employing Family
Members,” Business Journal, June 6, 2003, accessed October 8,
2011,
www.bizjournals.com/milwaukee/stories/2003/06/09/smallb6.ht
ml.
97. [36] Bernard J. D’Avella Jr. and Hannoch Weisman, “Why
Compensation for Family Members Should Be
at Market Value,” Fairleigh Dickinson University, 2010,
accessed October 8,
2011, view.fdu.edu/default.aspx?id=2344.
[37] Ellen Frankenberg, “Equal Isn’t Always Fair: Making
Tough Decisions about Transmitting Family
Assets,” Frankenberg Group, 2010, accessed October 8,
2011,www.frankenberggroup.com/equal-isnt-
always-fair-making-tough-decisions-about -transmitting-family-
assets.html.
[38] “The Family Business Survey 2008/2009,” Praxity, 2009,
accessed October 8,
2011,http://praxityprod.awecomm.com/News/2009/Pages/UKFa
milyBusinessSurvey.aspx.
[39] “American Family Business Survey,” Mass Mutual
Financial Group, 2007, accessed October 8,
98. 2011, www.massmutual.com/mmfg/pdf/afbs.pdf.
[40] “Family Owned Businesses Law and Legal Definition,”
USLegal.com, 2010, accessed October 8,
2011, definitions.uslegal.com/f/family-owned-businesses.
[41] “Family Business Statistics,” Gaebler.com: Resources for
Entrepreneurs, October 10, 2010, accessed
October 8, 2011, www.gaebler.com/Family-Business-
Statistics.htm.
[42] Sue Birley, “Attitudes of Owner-Managers’ Children
Towards Family and Business
Issues,” Entrepreneurship Theory and Practice, Spring 2002, 5–
19.
[43] Nancy Bowman-Upton, “Transferring Management in the
Family-Owned Business,” Small Business
Administration, 1991, accessed October 8,
99. 2011,www.sbaonline.sba.gov/idc/groups/public/documents/sba_
homepage/serv_sbp _exit.pdf.
37
[44] Ivan Lansberg, “The Succession Conspiracy,” Family
Business Review 1 (1981): 119–44, as cited in
Nancy Bowman-Upton, “Transferring Management in the
Family-Owned Business,” Small Business
Administration, 1991, accessed October 8,
2011,www.sbaonline.sba.gov/idc/groups/public/documents/sba_
homepage/serv_sbp _exit.pdf.
[45] “Sample Succession Planning Policy,” accessed October 8,
2011,www.experienceworks.ca/pdf/successionpolicy.pdf.
[46] “Making a Difference: The PricewaterhouseCoopers Family
Business Survey
100. 2007/08,” PriceWaterhouseCoopers, November 2007, accessed
October 8,
2011,www.pwc.com/en_TH/th/publications/assets/pwc_fbs_surv
ey.pdf.
[47] “Family-Run Businesses: Succession Planning in Family
Businesses,”Business Link, accessed October
8, 2011,www.businesslink.gov.uk/bdotg/action/detail?type
=RESOURCES&itemId=1074446767.
[48] “Avoid Feuds When Handing Down the Family Business,”
2010,AllBusiness.com, 2010, accessed
October 8, 2011, www.allbusiness.com/buying-exiting-
businesses/exiting-a-business/2975479-1.html.
[49] “Components of a Good Business Succession Plan,” April
18, 2011, accessed October 8,
2011, www.entrepreneurshipsecret.com/components-of-a-good-
business -succession-plan.
101. [50] Susan Ward, “Six Business Succession Planning Tips,”
About.com, 2011, accessed October 8,
2011,sbinfocanada.about.com/cs/buysellabiz/a/succession1_2.ht
m.
[51] Susan Ward, “Six Business Succession Planning Tips,”
About.com, 2011, accessed October 8,
2011,sbinfocanada.about.com/cs/buysellabiz/a/succession1_2.ht
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[52] “Family Succession Plan First Then the Succession Plan
for the Family’s Business,” Family Business
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plan.html.
[53] Karen E. Klein, “When the Third Generation Runs the
Family Biz,” Bloomberg BusinessWeek, April 9,
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102. 2011,www.BusinessWeek.com/smallbiz/content/apr2010/sb2010
049_806426.htm.
3.3 Conflict
L E A R N I N G O B J E C T I V E S
38
1. Explain what conflict is.
2. Explain why positive or constructive conflict can be helpful
to a
family business.
3. Explain why negative or destructive conflict can damage a
family business.
4. Identify sources of negative conflict in a family business.
103. 5. Identify some ways in which negative conflict can be
avoided.
All businesses have conflict. It can be a good thing or it can be
a bad
thing.Positive or constructive conflict can be beneficial to a
family business when it increases
opportunity recognition, produces high-quality decisions,
encourages growth, strengthens
groups and individuals, increases the learning necessary for
entrepreneurial behavior, and
increases the levels of commitment to the decisions being made.
[1]
An example of positive
conflict is a disagreement between family members on the
strategic direction of the family
business, the result being a much-needed rethinking of the
business plan and a new agreed-on
104. vision for the company.
[2]
By contrast, negative or destructive conflict can hurt a business
by damaging the harmony and
relationships of family members in the family business,
discouraging learning, causing ongoing
harm to groups and individuals in the business, frustrating
adequate planning and rational
decision making, and resulting in poor quality decisions.
[3]
“The absence of good conflict makes
it that much harder to accurately evaluate business ideas and
make important decisions…But
conflict does not mean browbeating.”
[4]
105. An example of a negative conflict would be arguments
over the successor to the business. Ultimately, the failure to
adequately control negative conflict
may contribute to the high mortality rate of family-owned
businesses.
[5]
Because of the clash between business and emotional concerns
in a family business, the
potential for negative conflict can be greater than for other
businesses.
[6]
The tension that exists
among the personal lives and career pursuits of family members
creates
an interrole conflict (occurring when a family member has
simultaneous roles with conflicting
106. expectations) in which the role pressures from work and home
are incompatible.
[7]
This conflict
is difficult—if not impossible in some instances—to resolve.
“Due to the interconnection and
39
frequent contact among family members working in the business
with those who are not but
may still have an ownership stake, recurring conflict is highly
probable in family firms.”
[8]
Sources of Conflict
The specific causes of conflict in a family business are many.
107. Because the typical understanding
of conflict in family businesses is that conflict refers to
negative conflict that is unhealthy and
disruptive, negative conflict is the focus of this section.
The PricewaterhouseCoopers Family Business Survey
[9]
identified a core group of issues that are
likely to cause tension.
Issue Causing Tension
Causes Some
Tension (%)
Causes a Lot of
Tension (%)
Discussion about the future strategy of the business 25 9
108. Performance of family members actively involved in the
business 19 8
Decisions about who can and cannot work in the business 19 7
Failure of family members actively involved in the business to
consult the wider family on key issues 16 7
Decisions about the reinvestment of profits in the business
versus
the payment of dividends 15 7
The setting of remuneration levels for family members actively
involved in the business 14 7
The role in-laws should or should not play in the business 14 7
Decisions about who can and cannot hold shares in the business
13 6
Discussions about the basis on which shares in the business
109. should
be valued 12 5
Rejection of chosen successor by other family members 10 5
40
Add to this the fact that “family firms are prone to
psychodynamic effects like sibling rivalry,
children’s desire to differentiate themselves from their parents,
marital discord, identity conflict,
and succession and inheritance problems that nonfamily
businesses do not suffer from,”
[10]
and
it’s easy to see how the family business is a fertile field for
negative conflict.
110. [11]
Several other sources of conflict can occur in a family-owned
business. A sampling of those
sources is discussed here. All have the potential to adversely
impact family relationships,
business operations, and business results.
maintains that, “the fundamental
psychological conflict in family businesses is rivalry,
compounded by feelings of guilt, when more
than one family member is involved.”
[12]
This rivalry can occur between father and son, siblings,
husband and wife, father and daughter, and in-laws with
members of the family that own the
111. business.
founder and with each other
about the vision and strategy for the business. These differences
“can create fear, anger, and
destructive attempts to control decisions that are divisive and
counter-productive to making and
implementing sound decisions.”
[13]
Rivalries that spill into the workplace can get nasty, leading to
destructive behaviors.
ntial for jealousy in the
family business. It can arise from
feelings of unfairness in such things as compensation, job
responsibilities, promotions, “having
the ear” of the business founder, and stock distributions. It can
112. also arise with respect to the
planned successor when there is a difference of opinion about
who it should be. If it is not
resolved, jealousy has the potential to divide the family and
destroy the business.
[14]
business. In some cases, the founder
may feel that his or her children are not capable of running the
business. This will cause obvious
tension between the parent and the child/children, such that the
child or children may leave the
business in frustration.
[15]
This, in turn, becomes problematic for succession. “Who gets
what type
113. of equity, benefit, title, or role can be major sources of explicit
conflict or implicit but destructive
behaviors.”
[16]
It is also true that while the founder of the business wants to
continue family
ownership and leadership of the business, this may not be true
of his or her immediate family or
41
later-generation family members.
[17]
This can create substantive conflict during succession
planning.
114. “often presents itself as a form of
elitism or entitlement that exists simply by virtue of being in a
family that owns a business.
Examples show up in allowing one or more family members to
exhibit deficient standards of
conduct or performance that violate sound business practices or
important requirements that all
other employees are expected to follow. Such behaviors can be
divisive and demoralizing to all
employees and customers as well as harmful to the reputation of
the business.”
[18]
defined, conflict will arise over
who can make decisions and how decisions should be made.
This will lead to confusion,
115. uncertainty, and haphazard decisions that will put the company
at risk.
sources of conflict, especially
among members of the younger generation.” A person’s
compensation is inextricably linked to his
or her feelings of importance and self-worth. Compound that
with the emotions associated with
being a member of the family that owns the business, and you
have the potential for explosive
negative conflict. Clearly, this is not in the best interests of the
business.
[19]
Avoiding Conflict
Some measure of family squabbling is expected in a family
business. Some of the arguments will
116. be logical and necessary. However, “it’s important that they
remain professional and not
personal, because squabbling among family members in a work
environment can make the
employees and customers feel extremely uncomfortable, and can
give them grounds for legal
claims against the business.”
[20]
The negative effects of family squabbling are as follows:
[21]
of children—immaturity and
pettiness. This sends a signal to customers and other employees
that they are not in a professional
environment that focuses on the right things.
mfortable environment. It is embarrassing to witness
117. squabbling. No one likes to be in
an awkward atmosphere; squabbling can cost you customers and
employees, and it may result in
expensive and unpleasant lawsuits. This can affect your bottom
line very quickly.
42
working in a family business.
Arguing with relatives will only reinforce to other employees
that they are in a family business.
This can quickly lead to feelings of disparate treatment which,
in turn, can lead to discrimination
charges.
118. disagreements over business can lead to
lawsuits. If one family member’s role is minimized and his or
her authority is restricted, this is
violating the person’s rights as a shareholder. This can lead to
an oppressed minority shareholder
suit against the family business. This would be expensive, it
would be ugly, and it could lead to the
demise of the company.
Avoiding conflict is no easy feat. However, there are several
things that a family business should
consider. First, there are consultants who engage in conflict
resolution for a living. The
possibilities should be checked out. If the budget can handle the
costs of a consultant, it could be
the best choice. A consultant, having no reason to take one side
or the other, will bring the
119. necessary objectivity to resolution of the conflict.
Second, emotional reactions should be differentiated from
problem-solving reactions. Family
members need to take a professional perspective rather than that
of an irritated sibling, parent,
son, or daughter.
[22]
It will probably be difficult to do this, but it is important that it
be done.
Third, focus on the professional role instead of the family role.
“Make sure it’s clear what the
expectations and attitudes of all your employees are…Because
you’re a small business, you
might not have as strict a policy as a large corporation, but it
would still be helpful to put it in
writing, such as in an employee handbook, which carries legal
responsibilities to both family and
120. outside employees.”
[23]
Fourth, encourage honesty from the beginning. When first
starting to work together, it is
important that family members sit down together to talk about
potential conflicts that might
arise. Acknowledging that it will be more difficult to work
together because of being family is a
good beginning. Treating family members and the professional
environment with respect and
expecting honesty when someone steps over the line should
make for a smoother process.
[24]
Last, the founder should try to keep the conflict constructive.
This means stimulating task-
121. oriented disagreement and debate while trying to minimize
interpersonal conflicts.
[25]
This will
43
require a fair decision-making process. For people to believe
that a process is fair, it means that
they must
[26]
discuss how and why they disagree with
other [family] members”;
-making process has been transparent,
i.e., deliberations have been
122. relatively free of secretive, behind-the-scenes maneuvering”;
considered their views thoughtfully and
seriously before making a decision”;
the leader’s final decision”; and
decision.”
K E Y T A K E A WA Y S
can potentially harm the business.
business. The fundamental psychological conflict in family
businesses is rivalry.
123. family
squabbling that is witnessed by others can cause damage to
the firm. Employees and customers will feel uncomfortable,
and there may ultimately be grounds for a lawsuit.
E X E R C I S E
1. The founder of XYZ company has decided to retire. He wants
one of three children to take over leadership of the business—
and he knows exactly who it should be. Other members of the
family have their ideas as well. One segment of the family
wants the oldest son, Michael, to take over, but the founder
thinks Michael is a melon head. The second son, Christopher, is
124. 44
a well-meaning and hard-working part of the business, but he
just does not have what it takes to be a leader. Nonetheless,
he is favored by another group of family members. Samantha,
the youngest child, is as sharp as a tack, with solid experience
and accomplishments under her belt. On an objective basis,
Samantha would be the best choice for the business. She is the
founder’s choice to take over the company and has other
family supporters as well, although not as many as for Michael
or Christopher. This is a situation tailor-made for conflict. How
does the founder finesse the selection of Samantha and
125. minimize the conflict that is bound to occur? Can he win?
[1] George Ambler, “Constructive Conflict Is Essential for
Creating Commitment to Decisions,” May 15,
2007, accessed October 8, 2011; Kimberly A. Eddleston, Robert
F. Otondo, and Franz Willi Kellermanns,
“Conflict, Participative Decision-Making, and Generational
Ownership Dispersion: A Multilevel
Analysis,” Journal of Small Business Management 46, no. 3
(2008): 456–84; and Suzi Quixley,
“Understanding Constructive & Destructive Conflict,” May
2008, accessed June 1,
2012,http://www.suziqconsulting.com.au/free_articles_files
/CON%20-
%20Constructive%20&%20Destructive%20-%20May08.pdf.
[2] “Managing Conflict in Family Businesses,” Business Link,
2010, accessed October 8,
126. 2011,
www.businesslink.gov.uk/bdotg/action/detail?type=RESOURCE
S&itemId= 1073792653.
[3] Kimberly A. Eddleston, Robert F. Otondo, and Franz Willi
Kellermanns, “Conflict, Participative
Decision-Making, and Generational Ownership Dispersion: A
Multilevel Analysis,” Journal of Small
Business Management 46, no. 3 (2008): 456–84; and Suzi
Quixley, “Understanding Constructive &
Destructive Conflict,” May 2008, accessed June 1,
2012,http://www.suziqconsulting.com.au/free_articles_files
/CON%20-
%20Constructive%20&%20Destructive%20-%20May08.pdf.
[4] Professor Michael Roberto from Harvard Business School,
quoted in George Ambler, “Constructive
Conflict Is Essential for Creating Commitment to Decisions,”
May 15, 2007, accessed October 8, 2011.
127. 45
[5] Nigel Finch, “Identifying and Addressing the Causes of
Conflict in Family Business,” Working Paper
Series: University of Sydney, May 2005, accessed October 8,
2011, papers.ssrn.com/sol3/papers.cfm?abstract_id=717262.
[6] “Managing Conflict in Family Businesses,” Business Link,
2010, accessed October 8,
2011,
www.businesslink.gov.uk/bdotg/action/detail?type=RESOURCE
S&itemId= 1073792653.
[7] Nigel Finch, “Identifying and Addressing the Causes of
Conflict in Family Business,” Working Paper
Series: University of Sydney, May 2005, accessed October 8,
128. 2011, papers.ssrn.com/sol3/papers.cfm?abstract_id=717262.
[8] Kimberly A. Eddleston, Robert F. Otondo, and Franz Willi
Kellermanns, “Conflict, Participative
Decision-Making, and Generational Ownership Dispersion: A
Multilevel Analysis,” Journal of Small
Business Management 46, no. 3 (2008): 456–84.
[9] “Making a Difference: The PricewaterhouseCoopers Family
Business Survey
2007/08,” PriceWaterhouseCoopers, November 2007, accessed
October 8,
2011,www.pwc.com/en_TH/th/publications/assets/pwc_fbs_surv
ey.pdf.
[10] Kimberly A. Eddleston, Robert F. Otondo, and Franz Willi
Kellermanns, “Conflict, Participative
Decision-Making, and Generational Ownership Dispersion: A
Multilevel Analysis,” Journal of Small
129. Business Management 46, no. 3 (2008): 456–84.
[11] Michael Harvey and Rodney E. Evans, “Family Business
and Multiple Levels of Conflict,” Family
Business Review 7, no. 4 (1994): 331–48, as cited in Kimberly
A. Eddleston, Robert F. Otondo, and Franz
Willi Kellermanns, “Conflict, Participative Decision-Making,
and Generational Ownership Dispersion: A
Multilevel Analysis,” Journal of Small Business Management
46, no. 3 (2008): 456–84.
[12] Harry Levinson, “Conflicts That Plague Family
Businesses,” Harvard Business Review 71 (1971): 90–
98.
[13] “Common Sources of Dysfunctional Conflict in Family
Businesses,” RJW Consulting, accessed
October 8,
2011,www.rjweissconsulting.com/businessDevelopmentNewsDe
tail.asp?ID=2.
130. [14] Nigel Finch, “Identifying and Addressing the Causes of
Conflict in Family Business,” Working Paper
Series: University of Sydney, May 2005, accessed October 8,
2011, papers.ssrn.com/sol3/papers.cfm?abstract_id=717262.
46
[15] Nigel Finch, “Identifying and Addressing the Causes of
Conflict in Family Business,” Working Paper
Series: University of Sydney, May 2005, accessed October 8,
2011, papers.ssrn.com/sol3/papers.cfm?abstract_id=717262.
[16] “Common Sources of Dysfunctional Conflict in Family
Businesses,” RJW Consulting, accessed
October 8,
2011,www.rjweissconsulting.com/businessDevelopmentNewsDe
131. tail.asp?ID=2.
[17] Peter S. Davis and Paula D. Harveston, “The Phenomenon
of Substantive Conflict in the Family Firm:
A Cross-Generational Study,” Journal of Small Business
Management 39, no. 1 (2001): 14–30.
[18] “Common Sources of Dysfunctional Conflict in Family
Businesses,” RJW Consulting, accessed
October 8,
2011,www.rjweissconsulting.com/businessDevelopmentNewsDe
tail.asp?ID=2.
[19] Wayne Rivers, “Top 15 Sources of Conflict in Family
Businesses,” Family Business Institute, 2009,
accessed October 8,
2011,www.familybusinessinstitute.com/index.php/volume-6-
articles/top-15-
sources-of-conflict-in-family-businesses.html.
[20] “How Family Squabbling Affects Other Employees—and
132. Customers,” National Federation of
Independent Business, 2010, accessed October 8,
2011,www.nfib.com/business-resources/business-
resources-item?cmsid=52150.
[21] “How Family Squabbling Affects Other Employees—and
Customers,” National Federation of
Independent Business, 2010, accessed October 8,
2011,www.nfib.com/business-resources/business-
resources-item?cmsid=52150.
[22] “How Family Squabbling Affects Other Employees—and
Customers,” National Federation of
Independent Business, 2010, accessed October 8,
2011,www.nfib.com/business-resources/business-
resources-item?cmsid=52150.
[23] “How Family Squabbling Affects Other Employees—and
Customers,” National Federation of
133. Independent Business, 2010, accessed October 8,
2011,www.nfib.com/business-resources/business-
resources-item?cmsid=52150.
[24] “How Family Squabbling Affects Other Employees—and
Customers,” National Federation of
Independent Business, 2010, accessed October 8,
2011,www.nfib.com/business-resources/business-
resources-item?cmsid=52150.
[25] George Ambler, “Constructive Conflict Is Essential for
Creating Commitment to Decisions,” May 15,
2007, accessed October 8, 2011.
47
[26] George Ambler, “Constructive Conflict Is Essential for
134. Creating Commitment to Decisions,” May 15,
2007, accessed October 8, 2011.
3.4 The Three Threads
L E A R N I N G O B J E C T I V E S
1. Explain how a family business adds to customer value.
2. Explain how being a family business can positively and
negatively impact cash flow.
3. Explain how technology and the e-environment are impacting
family businesses.
Customer Value Implications
When people think about family businesses, they usually think
friendly, “quality, wholesome,
and continuity.” Customers feel that they have a connection to
the business because they also
135. have a family. It is something customers feel they can trust.
[1]
Customers are reminded that
there is a family behind the business, not a faceless corporate
entity.
[2]
These are important
sources of customer value.
The high priority that family businesses place on community
involvement and the “reputational
capital attributed to the family name” also translate into a
perception of greater value by the
customer.
[3]
“Family business’s identification with the family name
motivates a greater
136. emphasis on serving customers and consumers effectively, such
as through providing quality
products and customer services.”
[4]
The emphasis of the family business on its family identity
may, in fact, contribute to its competitive advantage. “It is
conceivable that family businesses
who promote their familiness build a reputation in the market
place related to customers’
positive perception of the family.”
[5]
The long-term source of value for the customers of family
businesses may rest with the belief that the businesses are
customer-focused.
Cash-Flow Implications
137. A family business can help or hurt its cash flow depending on
whether it compensates family
members at market value. If a family member’s compensation is
based on “family values,” such
48
that the parents’ compensation is excessive and the children’s
compensation is much less than
their fair market value, this would give an inflated picture of
the company’s
profitability.
[6]
However, it will help the company’s cash flow because they
will have more
money to spend on the business. If, however, the children’s
compensation is excessive, often
138. based on housing and family needs of the family members as
opposed to their worth to the
business, this would give an unrealistically low portrayal of the
profitability of the
business.
[7]
This will hurt the company’s cash flow because the amount of
money available to
spend on the business will be reduced.
Digital Technology and E-Environment Implications
It is estimated that about 40 percent of US family-owned
businesses survive into second
generation businesses, but only about 13 percent are passed
down successfully to a third
generation. One of the main reasons for this is that
technological change moves so swiftly that it
139. bypasses the older generation. “Unless the next generation is
poised to update, and can get buy-
in from longtime employees wedded to ‘the way we always did
it,’ a business can quickly become
obsolete.”
[8]
It is understood that family businesses will have different
technology needs
depending on their size, industry, and growth objectives. For
many family businesses, however,
the move to greater technology integration should be seen as a
natural part of business
evolution.
With respect to e-business and e-commerce, the commitment of
a family business to digital
technology will be a necessary precursor to the integration of e-
140. business solutions. E-business is
discussed in more detail inChapter 4 "E-Business and E-
Commerce". The commitment to e-
commerce should also be seen as a natural part of business
evolution and a necessary response
to the ubiquitous nature of the Internet. E-commerce for the
small business is also discussed in
greater detail in Chapter 4 "E-Business and E-Commerce".
K E Y T A K E A WA Y S
they
are associated with families instead of impersonal corporate
entities.
49
141. technology, e-business, and e-commerce into their planning
and operations. The level of integration will occur on a
continuum. Given the extent to which digital technology
pervades business, however, it will be difficult to ignore it. The
same is true for e-business and e-commerce.
cash flow.
E X E R C I S E S
1. Select two family businesses in your area. Interview each
business owner about how he or she currently uses technology
in the business and what the plans are for future technology
142. integration. Prepare a three- to five-page report on your
findings.
2. Select three family businesses that you patronize. Think
about
what you see as the source(s) of customer value for each
business. Interview the owner(s) of each business and ask
them to describe the customer value that they offer. Compare
your thoughts with what the owners said. Are they different?
How? If they are different, what might account for the
differences?
Disaster Watch
What Happens Now?
“From the day he opened his jewelry store in 1980, Michael
Genovese, 57, expected his son
143. Joseph, now 32, to come into and eventually take over the
business. Joe started working there
part time while still in junior high, engraving and polishing.
‘Dad offered me a job, and I jumped
at it,’ he recalls. He did repairs, made jewelry, and worked in
sales. ‘He worked hard and did the
dirtiest jobs’ as he learned the business from the bottom up,
says Mike.”
50
“After graduating from college, Joe returned to the store,
although Mike had urged him to first
‘get some different experience working in another job.’”
“Back in the store, Joe was soon out-selling the other
salespeople. Mike also began gradually
144. training him in management duties—i.e., buying, working with
vendors, personnel duties (like
hiring and firing), financial matters, and managing sales staff—
as he groomed him to lead the
business. ‘I never had a written [transition] plan, says Mike,
‘but in my mind I planned this from
the time he was a kid working here.’”
Then disaster struck. Mike had a serious heart attack. He was
incapacitated by bypass surgery
and months of recovery. Everything started going haywire. Joe’s
older brother, who never before
had any interest, has now expressed an interest in the business.
He has had several years of
experience in another job and feels that it would be appropriate
to come into the business at a
high salary. In the meantime, the other salespeople are
145. beginning to express dissatisfaction with
their compensation and benefit plans, feeling that Joe has
always received special treatment.
There is a lot of dissension at the jewelry store. Joe is ready to
tear his hair out. What should he
do?
[9]
[1] “Promoting Family Brand Linked to Companies’ Financial
Success,” Austin Family Business Program,
September 15, 2008, accessed October 8,
2011,www.familybusinessonline.org/index.php?option=com_co
ntent&view+article&id =38:promoting-
family-brand-linked-to-companies-financial-success-
&catid=13:latest -news&Itemid=39.
[2] Sahil Nagpal, “Family Businesses Perceived of Greater
Value by Customers,”Top News, August 15,