Chapter 5 Packet Notes Flashcards
1
Q
A group of people bound by a shared history and a commitment to share a future together, while supporting the development and well-being of individual members.
A
Family
2
Q
An organization in which either the individuals who established or acquired the firm, or their descendents, significantly influence the strategic decisions and life course of the firm.
A
Family Business
3
Q
- Family concerns
- Business concerns
A
Family and Business Overlap
4
Q
- Care and nurturing of family members
- Employment and advancement in the firm
- Loyalty to the family
A
Family Concerns
5
Q
- Production and distribution of goods and/or services
- Need for professional management
- Effective and efficient operation of the firm
A
Business Concerns
6
Q
- Strength of family relationships during challenging periods of business change
- Financial sacrifices that family members make for the good of the firm
- Operation as a family business distinguishes the firm from its competitors
- Higher levels of concern for its community and non-family employees
- Capability to plan and prepare for the long haul
- Emphasis on quality and value
A
Advantages of a Family Business
7
Q
- Conflict among family members about
- Family business momentum
- The founder’s imprint on the culture
- Organizational culture
A
Disadvantages of a Family Business
8
Q
- Risk (consequences of failure) to the family in launching a business.
- Nepotism and the differences in competencies and merit of family members involved in the business.
- Family traditions versus the business need to innovate and seize opportunities.
- Unity and cooperation of family versus business need to foster diversity and competition.
- Family loyalty versus the necessity to provide opportunities for non-family employees
A
Conflict Among Family Members
9
Q
The founder’s core values become a transmitted part of the culture (for better or worse).
A
The Founder’s Imprint on the Culture
10
Q
- Patterns of behaviors and beliefs that characterize a particular firm.
A
Organizational Culture
11
Q
- Mutual respect
- Integrity
- Wise use of resources
- Personal responsibility
- “Fun”
A
Family Business Cultural Values
12
Q
- Parental concerns in passing the business on
- Co-preneurs
- Sons and Daughters
- Sibling Cooperation, Sibling rivalry
- In laws in and out of the business
- The entrepreneur’s spouse
A
Family Roles and Relationships
13
Q
- Temperment and ability necessary for business leadership
- Motivation of the children to take an interest
- Education and expertise
- Timetables in employing and promoting
- Avoiding favortism
- Sibling rivalry likely problems, avoidable?
- Preventing the business relationship from damaging or destroying the parent-child relationship.
A
Parental Concerns in Passing the Business On
14
Q
- Opportunity to share more in each other’s lives.
- Business differences interfere with family life.
- Work doesn’t leave time for family life.
- Sharing family responsibilities eases the load.
A
Co-Preneurs (Husband-Wife Teams)
15
Q
- Personal preferences different from the business
- Personal qualifications insufficient to assume role in business
- Desire for personal freedom to choose another career.
A
Sons and Daughters
16
Q
- Best case: Siblings work as a team, each contributing services according to his or her abilities.
- Worst case: Siblings compete as rivals and disagree about their business roles.
A
Sibling Cooperation, Sibling Rivalry
17
Q
Disagreements about how to treat and reward in-laws and family members/children.
- Assign to different branches or to different business roles.
A
In-Laws in and Out of the Business
18
Q
Communication between entrepreneurs and spouse is critical for their performance as an effective team for both the business and the family.
A
The Entrepreneur’s Spouse
19
Q
- Best practices (Professional management)
- Nonfamily employees in a family firm
- Family retreats
- Guidelines
- Family Councils
- Family business constitution
- Family protocol
A
The Need for Good Management in the Family Firm
20
Q
- Promote learning to stimulate thinking and fresh strategic insights.
- Solicit ample inputs from outsiders to keep things in perspective
- Establish channels for constructive communication and use them.
- Build a culture that accepts continuous change
- Promote family members only according to their skill levels
- Attract and retain excellent nonfamily managers
- Ensure fair compensation for all employees, including those outside the family
- Establish a solid leadership succession plan
- Exploit the unique advantages of family ownership
A
Best Practices (Professional Management)
21
Q
- Hazards:
- Competition with family members for advancement.
- Getting caught in the crossfire and politics of family competition within the firm.
- Solutions:
- Identify family-only reserved positions in advance.
- Treat both family and nonfamily employee’s fairly in matters of reward and promotion.
A
Nonfamily Employees in a Family Firm
22
Q
- A gathering of family members, usually at a remote location, to discuss family business matters.
- Use of an outside facilitator may be necessary.
A
Family Retreats
23
Q
- Set a time and place.
- Distribute an agenda prior to the meeting.
- Plan a schedule in advance.
- Give everyone a change to participate.
- Keep it professional
A
Guidelines
24
Q
- An organized group of family members who gather periodically to discuss family-related business issues.
- Represent the family to board of directors
- Useful in developing the family harmony.
- Increases understanding of family traditions and interest.
A
Family Councils
25
A statement of principals intended to guide a family firm through ties of crisis and change.
Family Business Constitution
26
An extension of the constitution incorporating additional agreements that includes:
* Ownership agreements (inheritance and buy-sell compacts).
* Governance and personal politics
* Use of business resources by family members
* Conflicts of interest and noncompetition agreements.
* Codes of conduct
Family Protocol
27
* Avaliable family talent:
* Mentoring
* Guiding and supporting the work and development of a new or less-experienced organization member.
* Competency
* Allowing only qualified competent family members to assume leadership roles in the firm increases the value of the firm for all who have an ownership interest in it.
Available Family Talent
28
* A sound, profitable business
* Stable, healthy family relationships
* Advance planning for leadership succession
* Positive family leadership and team-oriented management structure.
* Presentation of career opportunities without pressure.
* Open communication on family business issues
* Reluctant parents and ambitious children
Conditions Favoring Successful Leadership Succession in a Family Firm
29
Passing ownership of a family business to the next generation.
* Who will inherit the family firm? when?
* Should each heir recieve an equal share?
* Should ownership be transferred gradually?
* How are tax considerations to be handled?
* What to do with other wealth and assets of the founding enterpreneur?
Transfer of Ownership
