The Father and Daughter Relationship in a Family Business: Performance and Succession.
Faithfull Faneli, Khebi H Sibanyoni, Jabulisiwe K Ngema and Leon Janse van Rensburg Faculty of Management, University of Johannesburg, South Africa.
“A family business was defined as a business where the families have control over the business strategic direction and there is some family participation” (Astrachan and Shanker, 2009).According to: (Bilimoria et al, 2014) Most of the studies amplify the understanding of daughters being the successors in the family business but it also raise questions about why does it take only a few to succeed to reach the level of leadership. The daughters took over the role of being CEOs or have taken over the position of CEO in the family business this has also brought a lot of conflict within the organisation between the family and non-family organisation. According to: (Poza, 2013) The female leadership have continued over 30% and have also indicated that they may have female successor of which it has caused a lot of conflict among family members who have more qualifications than the one selected for the position as it also applies to the non-family employees who have more experience. The other 70% they fail or are sold (Stalk & Foley, 2012).
Key words: Father and daughter, Business performance, communication, Trust, Socialization, Active Collaboration. Background
The predecessor normally has a stronger relationship with the daughter regarding
That's what creates tension since one bond between a parent was lost, it was harder to have such a great connection when there’s one
Mothers and fathers are not the same parents with every child, and therefore parent differently towards the
In the book, Night by Elie Wiesel, Elie’s relationship with his father is distant, but as the story progresses the relationship grows, eventually degenerating, but resolving in peace. In the beginning of the book Elie’s relationship with his father is distant. They don’t speak to each other that often, his father cares about the community more than his family, he didn’t leave when they had the chance, and lastly he never wanted to study the cabbala with Elie because he’s too young. Elie’s father is more concerned about the community than his own family.
Also if you look at the social structure the father is higher up the social structure than the son so it makes the
But as general family dynamics and culture changed, the interactions between fathers and sons have altered greatly. In ancient civilizations there were less loving relationships between
In a family there are many different roles; there's the role of the mother, the father, the child, the grandparents, then there’s the brothers and sisters. Every single one of those roles has different responsibilities. The father, according to most of society, is supposed to be the breadwinner for the family. However, nowadays the mother is actually quite capable of being the breadwinner just as much of as the father. As they work to show their children what it is to be an adult they are teaching them as well on how to be an active member of society.
In the second decade of the 21st century, the few women that make it to the top as still seen as “the exception” and according to research this is a “pipeline problem”. Overall, women form a significant part of the labour force, but the pipeline breaks somewhere between middle management and the c-suite (the top executives). This break in the pipeline is caused by various issues including organizations failing to recognize and identify their own glass ceilings and developing appropriate solutions that not only destroy the glass ceiling but also rectify their leadership pipelines. Most importantly, the presence of high-status female managers has a huge impact on gender inequality in the workplace, women in positions of authority get to make decisions on issues including gender pay gap and diversified hiring practices. However, this break in the pipeline limits women’s access to leadership positions and “employees just don’t see enough women in leadership positions at their companies” (Coffman,
The film "Dadi 's family" is about a family in Northern India. In the movie, we are introduced to a family that consists of a big extended family living in one household. This film explores the idea of family and the roles that women play in Dadi’s household. In the film, we are introduced to six roles that are performed in the day to day household. The six roles exposed in this film are the roles of women as a daughter, mothers, mothers-in-laws, daughters-in-laws, sister-in-laws, and sisters.
Most of the reading discussed the way which the mothers interacted with their daughters
Her role in the family is being "the manager" of the family. Being labelled as the manager of the family means that Dadi is the one who assigns day to day tasks to women in her household. She is the one who settles tough situation among her own daughters and daughters in law to maintain balance in their family. One of the biggest roles Dadi has within the family as a women which demonstrates that she holds power is that she is the one who is in control of the money. Dadi is the one who distributes the money and decides where and how the money is used.
Amir’s relationship with his father is a complex one. On a hand, Amir admires his father and is proud to have as his father. On another hand, he hates his father because he feels like he is incapable of amounting to (meeting up with/ rising to/ fulfilling) his father’s expectations. Amir said: “Most days, I worship Baba with an intensity approaching the religious. Butright then, I wished I could open my veins and drain his cursed blood from my body.”
The reading “Gendering Organizational Theory” written by Joan Acker analyzes the importance of implementing gendered organizations into the organization of public administration that integrate the role of women with neutrality. The author advocates for the usage of gender structures that advocates for gender-neutral character, job evaluation and the concept of abstract worker into the structure of complex organizations. Acker argued, “Jobs and hierarchies are represented as gender neutral, and every time such a job evaluation system is used, the notion of gender-neutral structure and the behavior based on that notion are re-created within the organization” (p. 425). The reading begins its discussion by mentioning the differences in treatment, society roles, and limitations and women face in their daily lives.
According to Forbes researches, less than one third of family businesses survives the transition from first to second generation ownership. Another 50% don’t survive the shift from second to third generation. Therefore, statistically, only around 15% of all family companies manage to stay in the hand of the founder’s heirs. As these types of firms account for a large percentage of the economy (although many are very small, their aggregate creates an estimated 70%-90% of global GDP annually) it is really crucial to study the reasons behind these difficulties in achieving intergenerational succession. There are many reasons that have been held responsible for these high failures rates.
In her widely watched 2010 TED talk “Why We Have Too Few Women Leaders” (currently with more than 1.5 million views) Sheryl Sandberg, currently Chief Operating Officer of Facebook (and the first woman to serve on Facebook's board) and formerly Vice President at Google, shares her experience of being one of the rare women in top global management positions and offers advice to women who would like to succeed in their corporate careers. In the 15-minute video, Sandberg asks how we can fix the problem of having too few women in top leadership positions in spite of many advances in women’s rights being made. She argues that the solution lies with women themselves, as individuals, and the messages they need to tell themselves and their daughters. This entails three steps: (1) ‘sit at the table’, meaning women should negotiate for themselves more assertively and stop underestimating their abilities; (2) ‘make your partner a real partner’ and establish shared/equal responsibilities between partners at home (i.e. with raising children and housework); and (3) ‘don’t ‘leave’ before you leave’, which means continuing to work at the best of your abilities (i.e. ‘leaning in’ instead of ‘leaning back’ when the possibility of having a child is entertained) until
Over the past 40 years defenders of women’s right have worked hard to assure growth of women's careers, trying to contest what is attribute as ‘the glass ceiling’ which is the invisible barriers that control woman from rising to top positions in corporate context. From the mid-90s European Government firms and private and public organizations have pursued a suit, bringing the recruitment of women at the upper levels of companies. The increasing prominence of leaders like Carly Fiorina, Hillary Clinton, and Condoleezza Rice accentuate the development in gender roles over the last half century. In the first paragraph I will discuss what do you need to be a successful leader and also about how women rises in organizational structures and practices,