scholarly journals INSTITUTIONALIZATION OF RECRUITMENT AND SELECTION PROCESSES: THE CASE OF A SMALL FAMILY BUSINESS

2021 ◽  
Vol 1 (2) ◽  
pp. 20-30
Author(s):  
Alexandra Alf Gallon ◽  
Darlan Ariel PROCHNOW ◽  
Airton Adelar Mueller ◽  
Nelson José Thesing ◽  
Danieli de Oliveira Biolchi
Keyword(s):  
Family Business ◽  
Structured Interview ◽  
Small Companies ◽  
Small Family ◽  
Personnel Recruitment ◽  
Selection Processes ◽  
Small Family Business ◽  
Data Collection Technique ◽  
Recruitment And Selection

The present study aims to analyze the institutionalization of personnel recruitment and selection processes in a small family business. In order to achieve the proposed objective, a case study was carried out in a company in the food trade branch located in the northwest of the state of Rio Grande do Sul. As a data collection technique, a semi-structured interview and observation of the location was used. The data were analyzed using Bardin's content analysis. The results demonstrated that the institutionalization of the recruitment and selection processes of people is directly related to the performance of the owner of this enterprise, being that he is responsible for coordinating the actions that define the requirements for the vacancy, the form of disclosure and the interview of selection. The standards implicit in the company are typical of the small family business, where family members assume the role of managing different areas of the organization. It was suggested that further research be carried out in small companies in other Brazilian locations, in order to expand the discussions addressed by the present study. Key-words: Institutional theory; People management; Human Resources.

Introduction of accounting practices in small family businesses

2017 ◽  
Vol 14 (2) ◽  
pp. 111-136 ◽  
Author(s):  
Esperanza Huerta ◽  
Yanira Petrides ◽  
Denise O’Shaughnessy
Keyword(s):  
Family Business ◽  
Perceived Competence ◽  
Family Businesses ◽  
Service Industries ◽  
Business Practices ◽  
Managerial Accounting ◽  
Content Type ◽  
Small Family ◽  
The Family ◽  
Small Family Business

Purpose This research investigates the introduction of accounting practices into small family businesses, based on socioemotional wealth theory. Design/methodology/approach A multiple-case study was conducted gathering data through interviews and documents (proprietary and public). The sample included six businesses (five Mexican and one American) from different manufacturing and service industries. Findings It was found that, although owners control the implementation of accounting practices, others (including family employees, non-family employees and external experts) at times propose practices. The owner’s control can be relaxed, or even eliminated, as the result of proposals from some family employees. However, the degree of influence of family employees is not linked to the closeness of the family relationship, but rather to the owners’ perceived competence of the family employee, indicating an interaction between competence and experience on one side, and family ties on the other. Research limitations/implications First, the owners chose which documentary data to provide and who was accessible for interviews, potentially biasing findings. Second, the degree of influence family employees can exert might change over time. Third, the study included a limited number of interviews, which can increase the risk of bias. Finally, all firms studied were still managed by the founder. It is possible that small family businesses that have undergone a succession process might incorporate accounting practices differently. Practical implications Organizations promoting the implementation of managerial accounting practices should be aware that, in addition to the owner, some family employees and external experts could influence business practices. Accountants already providing accounting services to small family business are also a good source for proposing managerial accounting practices Originality/value This study contributes to theory in four ways. First, it expands socioemotional theory to include the perceived competence of the family employee as a potential moderator in the decision-making process. Second, it categorizes the actors who can influence managerial accounting practices in small family businesses. Third, it further refines the role of these actors, based on their degree of influence. Fourth, it proposes a model that describes the introduction of managerial accounting practices in small family business.

scholarly journals Stages of busi(-)ness and identity

Ethnologies ◽  
2003 ◽  
Vol 24 (1) ◽  
pp. 225-249 ◽  
Author(s):  
Geoff Lightfoot ◽  
Valérie Fournier
Keyword(s):  
Family Business ◽  
Social Relations ◽  
Family Life ◽  
Social Life ◽  
Work Space ◽  
Small Family ◽  
The Family ◽  
Private And Public ◽  
The Creation

Résumé This article explores how space gets mobilised in the performance of “family business”. The very concept of the “family business” collapses some deeply entrenched distinctions in Western modern societies, those between home and work, private and public, family life and business rationality, distinctions that are mapped over space through the creation of boundaries between work space and family space, home and office. The “family business”, especially when run from home, unsticks this ordered sense of space as familial images and business stages are collapsed. Our analysis of small family run boarding kennels focuses on the way space is used to frame different stages of action. In particular, we draw upon theatrical metaphors to explore the work that goes into the staging of identities and social relations. We first discuss the relationships between space, stages, performance and identity through a theatrical lens; we then draw upon material from our study of family run boarding kennels to explore how owner-managers use space as a malleable resource from which they carve out and assemble different stages to perform their business and themselves to different audiences. After going back into the theatre to discuss the role of stages in weaving together coherent stories in the family business or in drama, we close by exploring the limitations of the theatrical metaphor for the analysis of social life.

scholarly journals Succession Planning in Micro and Small Family Business (Case: Micro and Small Family Business in East Jakarta)

2021 ◽  
Vol 2 (1) ◽  
pp. 15
Author(s):  
Sakti Hendra Pramudya
Keyword(s):  
Family Business ◽  
Succession Planning ◽  
Nuclear Family ◽  
Business Case ◽  
Business Owners ◽  
Common Type ◽  
Business Studies ◽  
Small Family ◽  
Management Succession ◽  
Small Family Business

Family business studies are gaining a foothold in Indonesia. This organization is the most common type of firm throughout the world. Nonetheless, the low survival rate of family businesses may relate to the issue of management succession and the issue is still the principal challenge that they need to face. This study will focus on knowing the importance of succession planning for family business owners, especially those belonging to the micro and small business category. The study involved one hundred family business owners in East Jakarta as respondents of the survey. The study itself would be focused on the ground rules made by the incumbents during succession planning. The study has revealed that, generally, the majority of the sample does not have an appropriate plan of succession. The result also exhibits that the majority of respondents favoring nuclear family members as the future successor. Moreover, the homosocial reproduction phenomenon also could be identified from the survey.

scholarly journals The role of interviewers in job effective recruitment and selection processes

2015 ◽  
Vol 4 (1) ◽  
pp. 224-229
Author(s):  
Kola Odeku
Keyword(s):  
Selection Process ◽  
Selection Processes ◽  
Unethical Practices ◽  
Mind Set ◽  
Recruitment And Selection

Interview processes are dynamic and sometimes very sensitive and as such, they need to be managed effectively and efficiently by evaluating applicants equally without showing favour or prejudice prior, during and until all processes have been completed. A lot of interview processes for purposes of appointment selections have been tainted with unethical practices where the panellists, who took part in the processes, displayed various forms of partisanship, prejudices and so on. Sometimes, a selector may have premeditated negative mind set towards an applicant which may be evidenced during the interview. This may impact on the reasoning and judgements of the selector and the panellists, thus influencing the decisions of the selector. A brilliant and well performed applicant may be found unqualified Ineffective selection and recruitment processes are increasingly affecting employers by denting their cooperate image and sometimes being subjected to vicious legal battles in courts. This article examines the problems associated with prejudices and unethical practices during selection processes particularly by the recruiters and selectors. It points out that panellists must be properly scrutinised before they are appointed to be part of any selection process and that they should disclose any interest, prejudices, bias and so on that could affect the outcome of the process. It is argued that any member of the panel who is found to have compromised his or her position in any selection processes should be punitively sanctioned.

Diversity Staffing: Inclusive Personnel Recruitment and Selection Practices

2013 ◽  
Author(s):  
Derek R. Avery ◽  
Patrick F. McKay ◽  
Sabrina D. Volpone
Keyword(s):  
Research Literature ◽  
Future Research ◽  
Job Seekers ◽  
Research And Practice ◽  
Personnel Recruitment ◽  
Selection Processes ◽  
Recruitment And Selection ◽  
Shed Light ◽  
Selection Practices

In this chapter, we discuss the research literature on diversity staffing to shed light on a topic that is increasingly important to both researchers and practitioners. To navigate the literature in this area, we organize our discussion around six basic questions confronting organizations as they pursue diversity during the recruitment and selection processes: (1)whyshould organizations staff for diversity, (2)whoshould recruit and select applicants, (3)whatmessages should organizations convey to job seekers, (4)whenshould organizations prioritize diversity staffing, (5)whereshould organizations recruit applicants, and (6)howshould organizations select for diversity. We also discuss several existing gaps in the literature and identify directions for future research and practice.

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