Responding to Business Succession Issues and Crises by Converting to Cooperatives

Most of Canada’s 1.2 million small- and medium-sized enterprises (SMEs) have been affected by the pandemic, compounding serious issues facing Canada’s economy, including the potential for large-scale business closures due to the growing number of retirement-aged owners without a formal succession plan. One social economy option in Canada to save businesses and the jobs they provide is to sell them to employees or community members and convert them to cooperatives. The Conversion to Co-operatives Project set out to better understand business conversion to cooperatives (BCCs) in Canada and help the country’s co-op movement build BCC capacity. This article outlines the project’s key findings to date. RÉSUMÉ La pandémie a entraîné des conséquences sur la plupart des 1,2 millions de petites et moyennes entreprises au Canada, aggravant de sérieux problèmes pour l’économie du pays, y compris la possibilité de fermetures d’entreprises à grande échelle causées par le nombre croissant de propriétaires au seuil de la retraite qui n’ont aucun plan de relève. Au Canada, une option provenant de l’économie sociale pour sauver les entreprises et les emplois qu’elles fournissent serait de les vendre à des employés ou à des membres de la communauté et de les convertir en coopératives. Le Projet de conversion en coopératives a cherché à mieux comprendre la conversion d’entreprise en coopérative (CEC) au Canada et à aider le mouvement coopératif du pays à accroître la capacité en CEC. Cet article présente les données clés du projet à ce jour.

Cambodia’s Hun Sen faces resistance to succession plan

Significance He said Hun Manet would have to be elected to the post. The next general election is due in 2023. Hun Manet is currently deputy commander-in-chief of the armed forces and part of the main decision-making body of the Cambodian People’s Party (CPP), which holds all 125 seats in parliament. Impacts A potential denial of US tariff benefits over alleged human rights abuses would be damaging to exports. Concerns over the viability of the garment industry could prompt an anti-government backlash from low-income workers. Beijing may increasingly prefer to give financial support through loans rather than aid and investment.

HRM in Higher Education Model Competency and Job Matching in Placement

Higher Education Intitution (HEIs) in making changes so that their competitive roles and leadership competencies are factors that need to be taken into account. This paper aims to identify the Job Competency Requirement (JCR) of top leader HEI or rector and analyse the matching of person competency with the JCR in order to placement the appropriate leader in order to achieve effective performance. Methodology using competency with called the Behavior Event Interview (BEI), is a semi structured interview in which the respondent is asked to recall recent, specific events in which he or she felt effective and quantitative methods with surveys using questionnaires. The sample uses HEIs which has excellent institutional accreditation, namely leaders, deans and Heads of Departments (HoD's). The research finding is that the competency requirements for leaders at HEI's are 15 competencies. Practical implications that competency can be used for selection, placement, succession plan, leadership development of HEIs and policy makers concern with leadership development .

El Batraa manufacturers for chemicals and paint

Learning outcomes • Develop an understanding of how to institutionalize a family business. • Define the dynamics of the family business decision-making process in emerging markets. • Assess the cultural differences between founders and successors in an emerging markets context. • Identify the role of intergenerational differences in deciding the future strategy of a family business in emerging markets. Case overview/synopsis This case addresses El Batraa Manufacturers for Chemicals and Paints S.A.E., a privately owned family business operating in the coloring paste industry in Egypt. The main dilemma of the case is the existence of different visions about the business between the old and new generations. Also, it addresses the importance of understanding family dynamics to resolve existing challenges. The necessity of having governance in a family business is highlighted, together with a clear succession plan to secure family unity and business sustainability. Sandra the main protagonist within the case is trying to arrive to a resolution that can guarantee a motivating environment for her to join the family business. Her main dilemma is whether to choose to join the family business, with all the existing challenges or not. Accordingly, she proposes some steps to make the family business more appealing. Complexity academic level Under Graduate and Master of Business Administration level. Supplementary materials Teaching notes are available for educators only. Please contact your library to gain login details or email [email protected] to request teaching notes. Subject code CSS 3: Entrepreneurship.

Cultural Specificities of Succession’ Failure and Success in the Context of Unlisted Moroccan Family-Owned Businesses

The purpose of this research aims to study the relationship between the cultural specificities of the Moroccan context and the success or failure of succession strategies (in terms of planning and process) in the case of Moroccan unlisted family businesses. Our study covered a sample of 20 unlisted Moroccan family businesses, 8 of which are SMEs, 6 are large firms, and 6 are VSEs, through a qualitative research based on semi-structured interviews with the managers of family businesses. Our results explain the influence of Moroccan cultural specificities on the success or failure of the transfer of family businesses. Indeed, these influences essentially manifest themselves in three antecedents: the succession planning that already reflects the intention to pass on the family business to the next generations, either by having a well-prepared plan, or an absence of a succession plan that leaves things to chance; the succession process that is influenced in part by specificities of Moroccan culture by granting privilege to the eldest male in the succession, and in another part this process becomes more rational by giving credit to successors competent to take over the family business in the case of large family businesses; and cultural constraints that are manifested mainly by the taboos surrounding the death of the predecessor and religious principles that similarly explain the different configurations of success or failure of the succession strategy of the family business. An extension of this work could be a multi-factor analysis in future researches.

Cameroon’s anglophone crisis threatens to escalate

Significance Hosting the CHAN was an attempt by President Paul Biya's government to convince international audiences that it can host the AFCON despite ongoing conflict in the predominantly anglophone Northwest and Southwest regions, with armed groups now apparently using improvised explosive devices (IEDs). Impacts Biya’s lack of a clear succession plan raises a risk of political instability in the event of his incapacitation. A first economic contraction in two decades will heap additional pressure on the government before the AFCON. Collaboration between armed anglophones and Boko Haram remains unlikely given their differing religious beliefs and ideology.

Families at war.

This chapter discusses each of the farmers approaches to certain types of conflict. Tom was interested in exploring farm ownership systems and comparing them for their benefits and drawbacks. Gareth is interested, as should every farmer be, in organizing a succession system for his farm and family. One problem is the difficulty of getting agreement among all members of a family. Phil also suggests that any succession plan should have built in flexibility as no one, including the most experienced commentator, can foretell the future and people's changing wants and requirements.

Succession Planning as a Developmental Tool for Sustainability

The chapter present a practical guidance based on four simple-to-use models of developing a succession plan. It also highlights current best practices of succession planning based on literature. Succession planning is a critical leadership tool for organizational growth and sustainability; it alleviates substantial gaps in organizational knowledge and leadership through strategic replacement of key personnel. Using succession planning as a developmental tool will allow the organization to determine what and whose knowledge is most important to capture and help them to identify critical positions. It is very important for organizations to grasp the meaning of succession planning before implementing a succession plan as a developmental tool for organizational sustainability. Based on the definitions of succession planning, this chapter defines succession planning as a proactive approach to managing talent, and the development of a leadership pipeline to meet an organization's need-based demand for sustainability.

Legislative election increases Venezuela uncertainty

Significance Less than one-third of registered voters participated in the contest, which was boycotted by the main opposition parties and ‘interim president’ Juan Guaido. Guaido continues to be endorsed by international allies despite losing his Assembly seat, but -- like Maduro -- he emerges weakened from this election process. Impacts Now in control of the National Assembly, the Maduro government will seek to accelerate economic reactivation plans requiring its consent. The low election turnout will increase pressure on Maduro for organisational renewal of the PSUV. Fears of a ‘dynastic succession’ plan to follow the unpopular Maduro will rise. Progress on brokering a course out of the impasse will require international mediation involving a broader range of actors.