Post an analysis of the significance of your doctoral research problem for promoting positive social change. Your analysis should include the following:
· A description of your doctoral research study business problem
· An explanation of the significance of the business problem using scholarly literature for support
· An application of the significance to promoting positive social change within both the field of research and the industry of the specific business problem
Be sure to support your work with a minimum of two specific citations from this week’s Learning Resources and one or more additional scholarly sources.
Brent
Doctoral research study business problem
Family firm generational succession planning is the focus of my doctoral research study. Successors of family firms have a high failure rate due to the lack of planning for the transition (Marler, Botero, & Massis, 2017). Only about 30% of successors can preserve the family firm while the remaining 70% of successors fail (Chalus, Deschamps, & Cisneros, 2016). The research will focus on the successor’s viewpoints in the succession planning process. The extant literature has focused primarily on the predecessor’s viewpoint. However, the successor is an important part of the succession planning process.
Significance of the business problem
The high rate of failure for next-generation successors impact not only the socioemotional wealth of the family but also the local economy of the family firm (Chalus et al., 2016). Family firm owners that understand successful strategies for succession can make better decisions that impact their family firm. For instance, Chen, Liu, Yang, and Chen (2016) found that pre-succession CEO selection requires both a needs assessment as well as confirmation of the viewpoint of the next generation. Chen et al. (2016) found that successors may not agree to succeed the successor due to unwillingness or to lack of skills. Family firm owners will benefit from understanding other successful strategies.
Promoting positive social change
A researcher can create a positive social change by focusing on who benefits from the findings of a doctoral study (Walden University, 2019). The failure rates of family firm successors are approximately 70% for first to second generations and even more for subsequent generations (Chalus et al., 2016). For my doctoral study the who is family firm predecessor owners and transgenerational successors. The benefit is to improve the succession planning process and increase the success rate of successors. The need for social change and innovation to impact society is important (Luke & Chu, 2013). Findings from this research study can also apply to social enterprises and social entrepreneurship entities.
References
Chalus, S. M., Deschamps, B., & Cisneros, L. (2016). Unexpected succession: When children return to take over the family business. Journal of Small Business Management, 54, 714-731. doi:10.1111/jsbm.12167
Chen, Y. M., Liu, H. H., Yang, Y. K., & Chen, W. H. (2016). CEO succession in family firms: Stewardship perspective in the pre-succession context. Journal of Business Research, 69, 5111-5116. doi:10.1016/j.jbusres.2016.04.089
Luke, B., & Chu, V. (2013). Social enterprise versus social entrepreneurship: An examination of the ‘why’ and ‘how’ in pursuing social change. International Small Business Journal, 31, 764-784. doi:10.1177/0266242612462598
Marler, L. E., Botero, I. C., & De Massis, A. (2017). Succession-related role transitions in family firms: The impact of proactive personality. Journal of Managerial Issues, 29, 57-81. Retrieved from https://www.jstor.org
Walden University. (2019). DBA doctoral study rubric and research handbook. Available from http://academicguides.waldenu.edu/researchcenter/osra/dba
Shaun
Research Problem and Social Change
The significance of my research problem for promoting a positive social change stems from leadership and proper guidance. Developing proper guidance and leadership throughout communities only enhances the value of good families. Good, strong families make any community better in quality. According to Durand (2013), humans can rely on a collection of acts occurring to change the world, which can convey from leadership. This type of change in the world or community promotes a positive social change.
My business problem initiates from leaders in corporations lacking good management training and evaluation for first-time mangers. Without proper training and evaluation in organization for new managers can led to quick turnover in employees. This brings a negative aspect on stability and familiarities. These two aspects of being negative can make a firm unpopular, resulting in closing the organization in the long run. In the significance of the business problem improper management training can create countless changes in the organization. Changes can become the norm and employees can take a disregard to work as managers show improper leadership skills. Employees will follow management if they are appreciated and properly led. Employees will adjust to fit the benefits of the company and management overtime. This show the structure of having positive leadership training for a company.
According to Luke and Chu (2013), social change is the overall focus of direction in change and purposeful action. The management training and evaluation created from this research should not only benefit the company. It can benefit the community as well offering leadership to families. Good leadership can fix relationship in the family communities to make the environment positive. The management training can give information to individuals on the proper ethics and morals of leadership in family base communities. This ties into the specific business problem of building a good relationship with employees and management. Good relationship can only make a positive work environment to get work done more efficient.
References
Durand, M. (2013). Construction of dispositions and development of human activity: a theoretical framework illustrated by the case of a novice manager. International Journal of Lifelong Education, 32(1), 39–55. https://doi- org.ezp.waldenulibrary.org/10.1080/02601370.2012.734490
Luke, B., & Chu, V. (2013). Social enterprise versus social entrepreneurship: An examination of the ‘why’ and ‘how’ in pursuing social change.International Small Business Journal, 31(7), 764– 784. doi:10.1177/0266242612462598
ashe.a
W7_DiscussionResponse.docx
0
