Online
ISSN:
2249-4588

Print
ISSN:
0975-5853
DOI:
10.17406/GJMBR

Human
Capital
Challenges Review
and
Direction
for
Research

Interpretation
for
Business
Setups Implementation
in
Family
Enterprises

VOLUME
24












ISSUE
2










VERSION
1.0
Global Journal of Management and Business Research: A
Administration and Management
Global Journal of Management and Business Research: A
Administration and Management

Volume 2 4 Issue 2 (Ver. 1.0)

Open Association of Research Society

 
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 Editorial Board
Global Journal of Management and Business Research

Dr. John D. Theodore Prof. Moji Moatamedi

American Military University Honorary Vice Chair

JDT Management Consultants, President. Ph.D., at The University of Sheffield,
D.B.A., Business Economy MBA, Manchester Business School
University of South Africa University of Manchester
Ph.D. Aristotelian University UK
Business Administration
Ph.D. Administration, University of Kansas
USA

Dr. R. Allen Shoaf Professor Maura Sheehan

B.A., M.A., Ph.D. Cornell University Professor, International Management

Cornell University, Teaching Assistant in the English Director, International Centre
Department, for Management & Governance Research (ICMGR)
University of Florida, US Ph.D. in Economics
UK

Dr. Mehdi Taghian Dr. Carl Freedman

Senior Lecturer B.A., M.A., Ph.D. in English, Yale University
Faculty of Business and Law Professor of English, Louisiana State University, US
BL Deakin Business School
Melbourne Burwood Campus
Australia

Dr. Agni Aliu Dr. Tsutomu Harada

Ph.D. in Public Administration, Professor of Industrial Economics
South East European University, Tetovo, RM Ph.D., Stanford University, Doctor of Business
Asociater profesor South East European University, Administration, Kobe University
Tetovo, Macedonia

Dr. Wing-Keung Won Dr. Xiaohong He

Ph.D., University of Wisconsin-Madison, Professor of International Business
Department of Finance and University of Quinnipiac
Big Data Research Center BS, Jilin Institute of Technology; MA, MS, Ph.D.,.
Asia University, (University of Texas-Dallas)
Taiwan
 Dr. Carlos García Pont Dr. Söhnke M. Bartram
Associate Professor of Marketing Department of Accounting and Finance
IESE Business School, University of Navarra Lancaster University Management School
Doctor of Philosophy (Management), Ph.D. (WHU Koblenz)
Massachussetts Institute of Technology (MIT) MBA/BBA (University of Saarbrücken)
Master in Business Administration, IESE, University of Web: [Link]/staff/bartras1/
Navarra
Degree in Industrial Engineering,
Universitat Politècnica de Catalunya
Web: [Link]/aplicaciones/faculty/[Link]

Dr. Bassey Benjamin Esu Dr. Dodi Irawanto

[Link]. Marketing; MBA Marketing; Ph.D Marketing Ph.D., [Link], [Link] Hons.
Lecturer, Department of Marketing, University of Calabar Department of Management
Tourism Consultant, Cross River State Tourism Faculty of Economics and Business
Development Department Brawijaya University
Co-ordinator, Sustainable Tourism Initiative, Calabar, Malang, Indonesia
Nigeria

Dr. Ivona Vrdoljak Raguz Dr. Yongbing Jiao

University of Dubrovnik, Ph.D. of Marketing

Head, Department of Economics and Business School of Economics & Management
Economics, Ningbo University of Technology
Croatia Zhejiang Province, P. R. China

Dr. Charles A. Rarick Yue-Jun Zhang

Ph.D. Business School,

Professor of International Business Center for Resource and
College of Business Environmental Management
Purdue University Northwest Hunan University, China
Hammond, Indiana US

Dr. Albrecht Classen Dr. Brandon S. Shaw

M.A. (Staatsexamen), Ph.D. University of Virginia, B.A., M.S., Ph.D., Biokinetics, University of Johannesburg,
German South Africa
Director, Summer Abroad Program, Medieval Europe Professor Department of Sport and Movement Studies
Travel Course University of Johannesburg, South Africa
Contents of the Issue

i. Copyright Notice
ii. Editorial Board Members
iii. Chief Author and Dean
iv. Contents of the Issue

1. Emotional Compass: Exploring the Socio-Emotional Wealth's Role in Guiding

Change Implementation in Family Enterprises!. 1-14
2. Correlative Language and Creativity Metacognition Interpretation for
Business Setups. 15-21
3. Human Capital Challenges in Sustainability Start-ups- Attracting, Retaining,
and Developing Talented Individuals. 23-32
4. Family Business Research in Bangladesh: A Scoping Review and Direction
for Research Opportunities. 33-42
5. Incubator of Enterprises for Former Prisoners, a Good Idea?!. 43-48

v. Fellows
vi. Auxiliary Memberships
vii. Preferred Author Guidelines
viii. Index
 Global Journal of Management and Business Research: A
Administration and Management
Volume 24 Issue 2 Version 1.0 Year 2024
Type: Double Blind Peer Reviewed International Research Journal
Publisher: Global Journals
Online ISSN: 2249-4588 & Print ISSN: 0975-5853

Emotional Compass: Exploring the Socio-Emotional Wealth's Role

in Guiding Change Implementation in Family Enterprises!
By Prof. Hourmat Allah Hind & Mr. Khalis Mohammed
Cadi Ayyad University
Abstract- This research delves into the intricate impact of socio-emotional wealth (SEW) on the
behavioral patterns of family firms during the implementation of organizational change.
Employing the ambidexterity theory as a conceptual framework, the study scrutinizes 200
responses from proprietors and managers of family firms through a vignette-based investigation.
The outcomes illuminate SEW as a pivotal guiding principle and determinant in the decision-
making processes related to change. SEW is identified not only as an originating factor but also
as a resultant outcome of change dynamics. Family firms demonstrate a propensity to embrace
change in anticipation of potential advantages in terms of SEW, juxtaposed with a hesitancy
when confronted with perceived risks. Furthermore, the study underscores a continuous
reciprocal influence that characterizes the dynamic interplay between SEW and change. This
influence extends beyond specific stages, permeating strategic and operational realms within the
organizational context.
Keywords: socio-emotional wealth, change management, organizational ambidexterity, family
firms.
GJMBR-A Classification: LCC Code: HD62.25

EmotionalCompassExploringtheSocioEmotionalWealthsRoleinGuidingChangeImplementationinFamilyEnterprises

Strictly as per the compliance and regulations of:

© 2024. Prof. Hourmat Allah Hind & Mr. Khalis Mohammed. This research/review article is distributed under the terms of the
Attribution-NonCommercial-NoDerivatives 4.0 International (CC BYNCND 4.0). You must give appropriate credit to authors and
reference this article if parts of the article are reproduced in any manner. Applicable licensing terms are at
[Link]
 Emotional Compass: Exploring the Socio-
Emotional Wealth's Role in Guiding Change
Implementation in Family Enterprises!
Prof. Hourmat Allah Hind α & Mr. Khalis Mohammed σ

Abstract- This research delves into the intricate impact of intricacies of socio-emotional wealth within the business
socio-emotional wealth (SEW) on the behavioral patterns of domain. Exploring how emotions interact with the

Year 2024
family firms during the implementation of organizational ambiguity of change in this cultural context becomes
change. Employing the ambidexterity theory as a conceptual particularly interesting, as it involves navigating the
framework, the study scrutinizes 200 responses from
intersections of collective values, power dynamics, and
proprietors and managers of family firms through a vignette-
based investigation. The outcomes illuminate SEW as a pivotal
diverse perspectives in the realm of family businesses in
guiding principle and determinant in the decision-making Morocco. 1
processes related to change. SEW is identified not only as an Furthermore, in addition to the cultural aspects
characterizing Moroccan family businesses, an

Global Journal of Management and Business Research ( A ) XXIV Issue II Version I

originating factor but also as a resultant outcome of change
dynamics. Family firms demonstrate a propensity to embrace additional layer of complexity can be discerned. Firstly,
change in anticipation of potential advantages in terms of family enterprises inherently strive to preserve their
SEW, juxtaposed with a hesitancy when confronted with status quo, deeply rooted in established identities and
perceived risks. Furthermore, the study underscores a family names. This inclination, while fostering a sense of
continuous reciprocal influence that characterizes the dynamic
continuity, may also render them susceptible to forgoing
interplay between SEW and change. This influence extends
beyond specific stages, permeating strategic and operational
opportunities for growth (Gómez-Mejía et al., 2007). The
realms within the organizational context. commitment to maintaining traditional structures and
Keywords: socio-emotional wealth, change manage- practices could inadvertently hinder the pursuit of
ment, organizational ambidexterity, family firms. innovative avenues. Secondly, the concept of ambidex-
terity gains significance in understanding how these
I. Introduction family firms navigate the delicate balance between

F
preserving established practices that have proven
amily enterprises in Morocco operate in a culturally
successful and exploring potential avenues for growth.
rich and emotionally charged environment, where
Achieving ambidexterity becomes a critical challenge for
familial and societal values intertwine. The intricate
family businesses, as it requires a nuanced approach to
interplay of emotions within these businesses goes
simultaneously uphold what works effectively and
beyond individual sentiments, forming a collective
explore new possibilities without jeopardizing their
experience woven into the operational fabric (Castro and
overall performance (Poutziouris et al. 2006).
Aguilera 2014). Because, the cultural context of
This research investigates the intricate interplay
Morocco is marked by distinct characteristics such as
of socio-emotional wealth (SEW) and its crucial role in
collectivism, high power distance, and diversity. These
facilitating ambidexterity within family firms when
cultural attributes contribute to the complexity of
confronted with transformative change. It aims to
understanding socio- emotional wealth (SEW) within the
elucidate how these entities not only manage to uphold
business landscape of Morocco. The emphasis on
their traditional identity, values, and established
collectivism implies a societal orientation towards group
business models but also skillfully navigate and explore
cohesion and interdependence, potentially influencing
change (Chrisman, Chua, & Steier, 2005). The study
how SEW is perceived and managed within family
examines the mechanisms through which socio-
businesses (Faccio and Lang 2002). Additionally, the
emotional wealth serves as a strategic facilitator,
high power distance prevalent in Moroccan culture,
enabling family firms to delicately balance the
reflecting a hierarchical structure and acceptance of
preservation of ingrained elements contributing to their
authority, may impact the dynamics of socio-emotional
historical success and the proactive exploration of
wealth in business contexts. Furthermore, the cultural
innovative avenues for sustained growth. This explor-
diversity inherent in Morocco introduces a rich tapestry
ation goes beyond mere survival strategies,
of perspectives and experiences, adding layers to the
emphasizing the serene and strategic handling of
Author α: University professor, cadi ayyad university. change. By analyzing the complex relationship between
Author σ: Phd student, cadi ayyad university. socio-emotional wealth and the ambidextrous
e-mail: khalis.mohammed2014@[Link] responses of family firms, the research seeks to
© 2024 Global Journals
 Emotional compass: exploring the Socio-Emotional Wealth's Role in Guiding Change Implementation in
Family Enterprises!

contribute nuanced insights to the evolving discourse on The priorities of family businesses vary,
strategic adaptability and resilience within the familial influenced by different generations or family members
business context (Colquitt & Zapata-Phelan, 2007). involved in management. These socio-emotional
priorities lead to unique strategic choices, impacting
II. Litterture Review both financial and non-financial performance. Under-
a) Family Firms Socio Emotional Wealth standing these priorities is crucial for com-prehendding
The evolution of research paradigms in family the dynamics of family businesses and their strategic
businesses has shifted from a cognitive emphasis to a management.
recognition of the crucial role of emotions. The Socio- When it comes to measuring socio-emotional
Emotional Wealth (SEW) paradigm offers an alternative wealth (SEW) in family businesses, indirect proxies like
approach, focusing on the affective and social aspects ownership structure and control duration are commonly
of management, overcoming the limitations of cognitive used. However, these proxies have limitations, as they
paradigms. By adopting the SEW paradigm, may not fully capture the complexity of SEW, and their
Year 2024

researchers gain a comprehensive understanding of the associations can vary based on context and cultural
intricate interactions among family members, factors. Critics argue that specific behaviors attributed to
emphasizing the emotional and social dimensions SEW may be influenced by factors beyond it,
inherent in family dynamics. This multidisciplinary challenging the establishment of a direct connection.
2 approach integrates cognitive and socio-emotional The lack of precision and the assumption of positive
dimensions, addressing specific challenges faced by valence in emotional behaviors are significant
drawbacks in using indirect indicators (Debicki et al.,
Global Journal of Management and Business Research ( A ) XXIV Issue II Version I

family businesses, including interpersonal conflicts,

family member management, and succession planning 2009).
(Schulze & Gedajlovic, 2010). To address these limitations, there is a need for
The development of the Socio-Emotional Wealth direct multidimensional measures to assess SEW more
(SEW) concept is rooted in antecedents like "familiness," accurately. The Fiber model, created in 2012 by Gomez
family values, and familial leadership. Familiness, and Mejia, presents five dimensions (Fidelity, Identity,
encompassing loyalty and cooperation, provides Belongingness, Engagement, and Responsibility),
emotional security among family business members. allowing for a nuanced and complex assessment of
Positive familial leadership reinforces these values, SEW in family businesses. This model enables a more
contributing to talent retention, organizational resilience, comprehensive understanding of the emotional aspects
and overall business performance. Recognizing and and the heterogeneity of affective endowments within
cultivating these antecedents is crucial for fostering the family-owned businesses.
development of socio-emotional wealth, ensuring the i. Family Control and Influence
sustainability of family businesses (Sharma, al 2004). Family influence on enterprise strategy is
SEW originated from research emphasizing twofold: direct leadership roles and oversight on the
emotional and social dimensions in managing family board. Rooted in family equity ownership, this influence
businesses, shifting the focus from organizational prioritizes family control. This control motive can impact
structure to the family system of operation during strategic and financial decisions, discouraging external
leadership transitions. SEW influences both financial partnerships to maintain control. Internal recruitment,
and non-financial performance, requiring consideration especially of family members, fosters a culture of
of family relationships, emotions, values, and norms to engagement and innovation, aligning with
understand family business dynamics. Recent characteristics of small and medium-sized family
examinations of SEW in challenges like succession enterprises. This approach, while limiting external
management and family conflicts highlight its crucial expertise infusion, promotes a committed and familial
role. However, effective management is essential to environment, driving innovation and organizational
prevent SEW from shifting from an asset to a burden cohesion (Hernández-Perlines et al., 2020).
(Ucbasaran et al., 2001). ii. Identification by the Company
Diverse definitions of SEW underscore its The study delves into the distinct identity formed
complexity. Some highlight the importance of family by the intrinsic link between family and business in
relationships, while others emphasize non-financial family enterprises. Family owners prioritize their
priorities distinguishing family businesses. Regardless, business's reputation, viewing it as an extension of the
they agree on the existence of various priorities linked to family's identity. The conscious cultivation of this identity
socio-emotional dimensions like family values, norms, represents the second dimension of socio-emotional
traditions, and relationships. These considerations wealth. Family members grow up with a strong
contribute to the distinct behavior of family businesses awareness of their affiliation, internalizing identity
compared to capitalist counterparts (Busenitz et al., markers that become integral to their personal identity.
2003). The sense of belonging varies based on the dominant

© 2024 Global Journals

 Emotional compass: exploring the Socio-Emotional Wealth's Role in Guiding Change Implementation in
Family Enterprises!

culture, emphasizing the need to consider cultural terity in family firms encompasses the preservation of
dimensions in studying family businesses and their successful material and immaterial aspects such as
unique identity (Makó et al., 2016). values, identity, and other foundational elements, while
iii. Emotional Attachment also actively exploring and adapting to change (Wang et
The emotional dynamics within family al. 2020).
businesses involve a delicate balance, navigating Preserving what works for family firms involves
conflicts between family and business systems. maintaining the material and immaterial aspects that
Emotions, both positive and negative, impact contribute to their historical success. This preservation
management, governance, and strategy. Emotional includes safeguarding tangible assets, effective
costs, determined by rewards from emotional business models, and established identities that are
investments, influence family members' behaviors. deeply rooted in family values. Immaterially, it involves
Positive rewards reinforce supportive attitudes, while low nurturing and preserving socio-emotional wealth (SEW),
rewards may lead to conflicts and selfishness. Culture, which comprises emotional bonds, trust, and a sense of

Year 2024
particularly in collectivist cultures like the UAE, plays a responsibility within the family and the organization
significant role in shaping emotions, emphasizing (Bamford and Forrester 2003; Dunphy 1996).
harmony and control over expressions. In essence, On the other hand, exploring change implies
emotional costs and cultural influences shape the actively seeking and adapting to new opportunities for
intricate emotional landscape of family businesses growth and development. This exploratory aspect of 3
(Debicki et al., 2016). ambidexterity requires family firms to possess the
organizational capacity for change. This capacity is

Global Journal of Management and Business Research ( A ) XXIV Issue II Version I

iv. Transgenerational Will
influenced by socio-emotional wealth, which serves as a
Preserving the business for future generations is
guiding principle and determinant in decision-making
a primary focus in family enterprises, driven by socio-
related to change (Herold et al. 2007).
emotional wealth considerations. Upholding the dynasty
The socio-emotional wealth of family firms plays
and family values over generations guides the planning
a crucial role in shaping their organizational capacity for
horizon, emphasizing multi-generational continuity.
change. Emotional attachment, relational synergy, and
Family enterprises prioritize a long-term planning
social capital, components of socio-emotional wealth,
approach, valuing sustainable wealth creation and
contribute to the family firm's ability to navigate
legacy building. The close ties between family and
ambidextrous challenges. Emotional attachment fosters
business contribute to this vision, fostering ethical
commitment to preserving established elements, while
management practices and a commitment to corporate
relational synergy enhances collaboration and trust
social responsibility. In essence, the enduring goal of
among family members and organizational actors.
family enterprises is the preservation of family values
Social capital facilitates the establishment of a climate of
and the business for successive generations (Gomez
trust, which is vital for effective change management
Mejia, et al., 2018).
(Rafferty and Simons 2006).
v. Binding Social Ties Douglas and Thomas (2006) conducted a
Maintaining stable relationships with comprehensive study to measure OCC, identifying eight
stakeholders is crucial for the long-term success of distinct dimensions encompassing human, organi-
family businesses. Personalizing connections enables a zational, cultural, and socio-emotional capabilities. Their
better understanding of stakeholders' needs, fostering meticulous process involved reviewing books and
adaptability. This approach, aligned with family culture articles related to organizational change, providing a
and values, doesn't compromise business objectives comprehensive understanding of OCC and its
but reinforces stakeholder loyalty. These enduring components.
relationships prove beneficial during economic Trustworthy leadership involves the capability of
challenges, as stakeholders connected through senior executives to garner the trust of organizational
personal ties are more likely to support struggling family members and guide them toward achieving collective
businesses. In summary, stable relationships with goals.
stakeholders, rooted in family values, enhance Trusted followership refers to the competence
adaptability, resilience, and long-term profitability for of non-executive employees to engage in constructive
family businesses (Berrone et al., 2010). dissent and/or willingly embrace a new direction
b) Organizational Capacity for Change & Organizational advocated by senior executives. Capable champions
Ambidextry signify an organization's ability to attract, retain, and
Organizational capacity for change in family empower change leaders to evolve and emerge (Judge
firms involves the ability to balance ambidexterity, which and Blocker (2008).
is the dual challenge of preserving established practices Involved mid-management denotes the skill of
and exploring new opportunities for change. Ambidex- middle managers to effectively establish connections

© 2024 Global Journals

 Emotional compass: exploring the Socio-Emotional Wealth's Role in Guiding Change Implementation in
Family Enterprises!

between senior executives and other members of the Effective communication underscores the
organization. organization's proficiency in communicating vertically,
Innovative culture embodies the organization's horizontally, and with customers (Stensaker 2014).
capacity to establish norms of innovation and promote System thinking signifies the organization's
innovative activities (Stevens 2013). ability to focus on root causes and recognize the
Accountable culture reflects the organization's interdependencies within and outside the organizational
ability to carefully steward resources and successfully boundaries (Heckmann et al. 2016).
meet pre-determined deadlines (Vakola 2013).
Table: Research hypotheses
Hypotheses Description Source
Socio-emotional Wealth has an impact on Organizational Change
H1
Capability.
Year 2024

There is a significant relationship between Socio-emotional Wealth

H2
(RSE) and Organizational Change Capability (OCC).

Emotional attachment has a positive effect on establishing climate of (Kimberly A.

4 H3
trust during the change period. Eddleston, 2010).
Global Journal of Management and Business Research ( A ) XXIV Issue II Version I

The relational synergy among family members positively influences (Nava Michael,
H4
the process of selecting change champions. 2013).

Family firmness has a positive effect on the selection of chang Ibrahim

H5 Sonfani and Lam
champions during the change period
(2001).

Family firmness has a positive effect on establishing a culture of innovation Sciascia et al.
H6
within the organization. (2015)

The sense of identification with the company positively influencesthe sense Gregory J. Dardis
H7
of responsibility of the various actors involved in the context of change (2006).

c) Material & Methode component was instrumental in capturing non-numerical

i. Organizational Context data through methods such as interviews and open-
This study was conducted within a Moroccan ended surveys. This approach was chosen to delve
SME family business operating in the recycling sector, deeply into the nuances of the theoretical constructs
characterized by its industrial focus. During the research within the specific context of Morocco. By using
period, the organization was in the midst of a qualitative methods, the study aimed to explore and
comprehensive organizational change initiative. The validate the theoretical framework, ensuring its
ongoing transformation involved substantial resource relevance and applicability to the unique cultural and
rationalization, restructuring efforts, and a strategic organizational dynamics of Moroccan family firms.
realignment of services. Following the qualitative exploration, the
Significant alterations were implemented, research seamlessly transitioned into the quantitative
encompassing asset disposals, the closure of multiple phase to empirically test the hypothetical relationships
offices, restructuring of education delivery mechanisms, established in the conceptual models. The quantitative
a reduction in management and administrative component involved the collection and analysis of
positions, the introduction of a program-based numerical data, allowing for statistical examination of the
organizational structure, and an overall reduction in staff proposed hypotheses. Surveys, structured interviews, or
numbers. These changes had far-reaching implications structured observations may have been employed to
for most members of the staff, reflecting a scenario gather quantitative data on variables related to SEW,
where the majority of individuals were affected to varying ambidexterity, and organizational capacity for change.
extents by the organizational transformation. The sequential nature of the research design, with
qualitative exploration preceding quantitative analysis,
ii. Research Design
enabled a holistic and in-depth investigation. This
The mixed-methods research design employed
mixed-methods approach not only provided a nuanced
in this study integrated both qualitative and quantitative
understanding of the underlying mechanisms but also
research approaches to provide a comprehensive
allowed for the validation and generalization of findings,
understanding of the research question. The qualitative

© 2024 Global Journals

 Emotional compass: exploring the Socio-Emotional Wealth's Role in Guiding Change Implementation in
Family Enterprises!

contributing to a robust and comprehensive research All interviews were recorded with a digital voice
outcome. recorder to ensure accurate and detailed transcription of
the exchanges, preserving data integrity for subsequent
d) Exploratory Qualitative Study
analyses. Alongside audio recordings, written notes
This research employs a mixed-methods
were taken to complement recordings with additional
approach, combining exploratory research and case
observations or important nuances that may not be
study analysis. The initial phase involves exploratory
captured solely by voice recordings.
research, allowing for a preliminary investigation of the
A specific interview guide, aligned with research
phenomenon. Following Masmoudin's (2007)
objectives and themes, provided a clear and consistent
recommendation, this approach situates the research
structure while allowing the necessary flexibility to
within its authentic production context. The aim is to
explore each participant's unique perspectives. An
produce knowledge that extends beyond specific
explanatory note, included in the appendix, offered
instances, providing a comprehensive understanding.
additional context and study objectives to facilitate
Moreover, the exploratory research phase seeks

Year 2024
participant understanding.
precision in information, addressing common critiques
of neglecting contextual elements in management iii. Data Analysis
sciences. This phase delves into the real-world context Following the completion and recording of
of the phenomenon, offering insights into its authentic interviews with the target sample, the subsequent step
production setting. in our research was the analysis of the gathered data. In 5
the realm of qualitative methodology, we opted for
i. Sample

Global Journal of Management and Business Research ( A ) XXIV Issue II Version I

content analysis, a method that systematically
Subsequently, the research transitions to a
transcribes, codes, and categorizes emerging themes
detailed analysis of three case studies, meticulously
and concepts from the interview recordings. This
selected based on stringent criteria. These criteria
approach allowed for an in-depth exploration of
include theoretical representativeness, variety, balance,
participants' discourses and experiences, capturing the
and discovery potential.
complexity and uniqueness of the studied phenomena
Theoretical representativeness ensures that the
within their specific contexts. The retrograde analytical
chosen cases faithfully depict the studied phenomenon,
approach, involving iterative movements between
contributing to theoretical enrichment. Variety in case
analysis phases, enriched our understanding by
selection is paramount, as significant differences in key
accommodating the diversity and depth of the collected
characteristics facilitate thorough comparative analysis.
data. Ultimately, this method enhanced the robustness
Striking a balance between commonalities and
of our results, providing a nuanced perspective on the
specificities among selected cases is essential for a
leadership dynamics within family SMEs.
holistic understanding. This ensures that the analysis
captures both overarching patterns and unique aspects. e) Confirmatory Quantitative Study
The methodology aims to provide a nuanced The quantitative methodology in this thesis aims
and comprehensive exploration of the targeted to enhance and deepen the insights gained from the
phenomenon, offering both generalizable insights and qualitative contextualization phase.
detailed, context-rich information. Through this mixed- The quantitative methodology in this thesis
methods approach, the research endeavors to plays a pivotal role, particularly in the application of
contribute significantly to the existing body of Structural Equation Modeling (SEM). Through a two-step
knowledge. approach, it leverages the insights gained from the
ii. Data Source qualitative study to enhance the understanding of the
Once the study population was rigorously research problem. The initial qualitative phase refines
defined, individual interviews with an average duration of hypotheses and validates variables within the
1 hour and 5 minutes were conducted to deepen our conceptual model. Subsequently, the quantitative study,
understanding of leadership dynamics within family utilizing SEM, systematically tests these hypotheses.
SMEs. The interview guide comprised two types of This approach involves collecting data from a broad
questions. Firstly, open-ended questions were used to executive population within family-owned SMEs. The
allow participants to freely express their experiences and quantifiable data obtained facilitates a nuanced analysis
opinions, capturing the complex and rich reality of the of the relationships between variables, offering specific
study subject. In contrast, closed binary questions were and statistically validated insights into the researched
employed to obtain specific responses, providing clear phenomenon.
indications on particular aspects of the research themes The use of SEM allows for a sophisticated
and facilitating comparisons between participants. examination of complex relationships, contributing to a
Control queries were also used to validate participant more robust and comprehensive understanding of the
responses and ensure a high level of objectivity in the dynamics within these organizations.
study.
© 2024 Global Journals
 Emotional compass: exploring the Socio-Emotional Wealth's Role in Guiding Change Implementation in
Family Enterprises!

Sample principles of homogeneity, relevance, and variety in the

The application of Structural Equation Modeling context of our research.
(SEM) is widely regarded by experts as contingent upon Data Source
a substantial sample size, with the prevailing sentiment We utilized a questionnaire as the primary data
being "The bigger, the better." The rationale behind this collection tool in our quantitative study due to its
perspective lies in the belief that a larger sample effectiveness in handling large samples, conducting
ensures greater precision in statistical estimations, statistical tests, and enabling numerical comparisons.
particularly concerning standard errors. Despite The questionnaire, defined as a direct inquiry tool with
numerous studies attempting to pinpoint an appropriate pre-qualified closed-ended questions, facilitated
minimum sample size, a consensus on what qualifies as participant engagement. Constructing the questionnaire
"sufficiently large" remains elusive. Empirical orthodoxy involved selecting specific measurement scales tailored
suggests a minimum threshold of 150, with some to our research context. The choice between using
authors even advocating against the publication of SEM existing validated scales or creating context-specific
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analyses based on samples fewer than 150. However, scales depended on their relevance and validity for our
Iacobucci (2010) challenges this conventional wisdom, research problem. The crucial step of item selection,
contending that, under specific conditions, such as a composing the questions for data collection, was
reliable measurement scale, a modest sample size of 50 guided by the literature review, conceptual model, and
6 or 100 may prove adequate for structurally uncom- research objectives. Each item was meticulously
plicated models. designed to be clear, understandable, and relevant to
Moreover, alternative recommendations
Global Journal of Management and Business Research ( A ) XXIV Issue II Version I

measure the studied variables. The questionnaire

propose that the determination of the optimal sample construction process involved a systematic approach,
size is contingent upon factors such as the number of incorporating appropriate measurement scales and
variables employed (Bentler and Chou, 1987) or the relevant item selection based on literature, conceptual
magnitude of their weights (Mac Callum et al., 2006). framework, and research goals, ensuring the quality and
Models featuring a substantial number of parameters to relevance of the questions posed.
estimate are suggested to necessitate larger samples. We employed a Likert-scale-based question-
The common method for determining sample size in naire as the primary data collection tool in our
SEM involves the ratio of observations per parameter quantitative study due to its efficiency in managing
(Kline, 2011). extensive samples, conducting statistical analyses, and
Regarding our research, we have chosen a facilitating numerical comparisons. The Likert scale,
sample of 200 respondents from 20 family-owned SMEs widely recognized for its versatility, allowed participants
located in the Greater Casablanca region. This decision to express their opinions on a range of items through a
was guided, as presented in the sampling section, by structured response format. Constructing the
criteria of homogeneity, statistical representativeness, questionnaire involved selecting specific Likert scale
variety, and relevance. Below is a summary table of the measures tailored to our research context. The Likert
sampling process. scale's ordinal nature enabled participants to provide
The rationale behind the selection of our 200- nuanced responses, offering a more detailed under-
sample cohort was strategically guided by several standing of their perspectives.
criteria. First and foremost, our focus extended to all A "stratified sampling" method was chosen to
SMEs situated in Casablanca, emphasizing their ensure comprehensive representation of the diverse
significance within the industrial sector. Additionally, we population under study, which encompasses different
considered the active involvement of both the first and hierarchical levels and family/non-family members. This
second generations in the management of these approach aligns with the population's heterogeneity,
enterprises. where an exhaustive list of individuals is available, and
Relevance played a pivotal role in our selection statistical representativity is crucial for result validity. The
process, with a particular emphasis on the multitude of chosen sample size was determined considering the
organizational change projects undertaken by the Structural Equation Modeling (SEM) analysis planned for
chosen SMEs. This ensured that our sample was not the study. Anticipating both basic analyses and factor
only diverse but also reflective of the dynamic nature of analysis, we aimed for a sample size exceeding the
business environments. minimum criterion set by some researchers (e.g., over
Variety was another critical aspect taken into 30 observations or four to five times the number of
account, encompassing the diversity of core business variables), establishing a target of 200 respondents.
activities among the selected SMEs and varying types of In the context of our survey, we employed a
family ownership structures. Through these carefully technique that allowed us to collect data without any
considered criteria, our aim was to construct a missing cases. Specifically, a forced-response option
representative and pertinent sample that aligns with the was set for each item in the Google questionnaire,

© 2024 Global Journals

 Emotional compass: exploring the Socio-Emotional Wealth's Role in Guiding Change Implementation in
Family Enterprises!

compelling participants to respond to all survey items. If III. Research Results

participants attempted to navigate to the next page
without answering all the elements, they received a Exploratory Factor Analysis (EFA)
warning message instructing them to complete all items To determine the appropriateness of
before proceeding. Exploratory Factor Analysis (EFA), it is necessary for all
Given the conditions and normality characteri- variables to be standardized. To achieve this, the
stics of the collected data in the context of our survey, Kaiser-Meyer-Olkin (KMO) and Bartlett's test of
the maximum likelihood (ML) method was chosen as the sphericity were employed. The general rule is that the
estimation technique for this study. KMO Index ranges from 0 to 1. Kaiser (1974)
recommends that a KMO value higher than 0.5 is
Method of Analysis
acceptable, but he categorizes values between 0.5 and
In the context of this study, the decision was
0.7 as mediocre, values between 0.7 and 0.8 as good,
made to employ Structural Equation Modeling (SEM) as
values between 0.8 and 0.9 as excellent, and values
the analytical method. This choice stems from several

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exceeding 0.9 as superb.
factors, notably aligned with the thesis objectives, which
In our case, the KMO result obtained after
involve testing hypotheses and examining the relation-
testing the 36 items is 0.88, falling within the range of
ship between socioemotional wealth and organizational
being considered good. This indicates the appro-
capacity for change. Additionally, the inherent
priateness of the factor analysis (see table1). 7
advantages of the Structural Equation Modeling method
Bartlett's test of sphericity is another tool used
were taken into consideration.
to verify the feasibility of factor analysis. The Bartlett test

Global Journal of Management and Business Research ( A ) XXIV Issue II Version I

LISREL was selected as the analytical tool due
assesses the null hypothesis that the original correlation
to its extensive history, established reputation, and
matrix is the identity matrix. For factor analysis to be
analytical prowess in the domain of linear structural
appropriate, this test should be significant, with a
equations. Its user-friendly interface and advanced
significance value below 0.05. As shown in the table, we
functionalities facilitated the estimation of parameters
obtained a highly significant Bartlett's sphericity value (p
within the conceptual model, assessment of data fit to
= .000 < 0.05), confirming the suitability of factor
the model, hypothesis testing, and generation of
analysis.
significant results for our research.

Table 1: Exploratory Factor Analysis Indicators

Kaiser-Meyer-Olkin Sampling Adequacy Measure ,882
Bartlett's Sphericity Test Approximate Chi-Square 1125,701
Ddl 66
Bartlett's Significance ,000
Cronbach's Alpha ,865
Variables number 12
)
Furthermore, the overall reliability test, Champion = 0.59. The remaining items are confined to
represented by Cronbach's Alpha, follows the basic a range between 3 and 4.
guideline proposed by George and Mallery (2003). It The correlation matrix is used to verify item
suggests that internal consistency among item values is coherence and consistency. The basic rule suggests
maintained when the alpha coefficient exceeds 0.7. In eliminating items with values below 0.2. In our case,
our case, we achieved an indicator of 0.85 calculated after extracting the correlation matrix, we observed
based on items and 0.86 calculated based on variables, strong correlations among items measuring socio-
both indicating excellent results and suggesting the emotional wealth. For example, Emotional Attachment
perfect reliability of latent factors. and Familiness = 0.64; Emotional Attachment and
Regarding the quality of item representation, as Transgenerational Willingness = 0.68; Relational
confirmed by the table 2, the indices we utilized exhibit Synergy and Transgenerational Willingness = 0.49.
strong quality, ranging from a lower value (Identification Similar correlations were found among items measuring
= 0.31) to a higher value (Intergenerational Willingness organizational change capacity: Trust and Commu-
= 0.66). Items related to six variables possess values nication = 0.52; Empowerment and Change Champion
exceeding 0.5 (n > 0.5), notably: Emotional Attachment = 0.53; Change Champion and Communication = 0.55.
= 0.66; Familiness = 0.52; Intergenerational Willingness No removal of items is necessary.
= 0.69; Trust = 0.54; Empowerment = 0.55; Change

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 Emotional compass: exploring the Socio-Emotional Wealth's Role in Guiding Change Implementation in
Family Enterprises!

Table 2: Quality of Representation of Items

Emotional Relational Intergenerational Ownership Firm
Familiness
Attachment Synergy Willingness and Control Identification
Initial 0,664 0,449 0,528 0,69 0,378 0,17
0,643 0,435 0,519 0,615 0,397 0,145
Extraction Trust Communication Responsibility Systemic Thinking Change Innovation
culture Champion Culture
Initial 0,548 0,475 0,554 0,437 0,596 0,415

Extraction 0,534 0,483 0,562 0,577 0,59 0,374

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The second matrix presented is the structure indicators (Cronbach's Alpha = 0.86, Bartlett's Sphericity
matrix, reflecting the factorial weight of different items. Test = 00, Kaiser-Meyer-Olkin = 0.88, structure matrix,
The main rule is that all values should exceed 0.5 (n > factor matrix). This implies that the theoretical
0.5). The result based on our research data (see table) hypothetical relationship presumed in our research is
8 confirms that all our items have explanatory weights true, i.e., (H1: there is a relationship between
above the norm, with a minimum value of (Identification organizational capacity to change and socio- emotional
Global Journal of Management and Business Research ( A ) XXIV Issue II Version I

by the company = 0.5) and a maximum value of wealth). Furthermore, using the correlation matrix and its
(Emotional Attachment = 0.77). Moreover, more than six indicators (Correlation Determinant = 0.03; and Average
items surpass this threshold, such as Emotional Correlation = 0.41), we were able to validate the
Attachment = 0.774; Familiness = 0.721; Inter- significance of the relationship between the two
generational Willingness = 0.63; Ownership and Control theoretical constructs (H2: there is a significant
= 0.62; Trust = 0.723; Communication = 0.665; relationship between socio-emotional wealth and
Responsibility = 0.74; Change Champion = 0.76; organizational capacity to change).
Innovation Culture = 0.611.
a) Confirmatory Factor Analysis
To determine the number of explanatory factors,
The measurement model -Reliability and validity
we opted for graphical analysis of eigenvalues. The rule
The structural equation modeling (SEM) analysis was
is that each eigenvalue should be strictly greater than
conducted to assess the measurement model's fit for
1.0 (Fabrigar et al., 1999; Kline, 2013). The eigenvalue
socio-emotional wealth (SEW) and organizational
graph based on initial factors, presented in the figure
capacity for change. The goodness-of-fit indicators,
below, allowed us to observe that after the third factor,
including RMSEA (Root Mean Square Error of
the line is almost flat, indicating that these factors have
Approximation), IFI (Incremental Fit Index), CFI
eigenvalues strictly greater than 1.0. Additionally, the
(Comparative Fit Index), and NNFI (Non-Normed Fit
first two factors explain approximately 52% of the
Index), were employed to evaluate the model's overall
information extracted from the model.
appropriateness. The results of the fit indicators
In summary, through Exploratory Factor
demonstrated a well-fitting model, substantiating the
Analysis (EFA), we were able to confirm that our model
reliability and validity of the measurement model for both
and the established causal and covariance links
socio-emotional wealth and organizational capacity for
between different variables (Manifest, Latent) are
change.
coherent, valid, and reliable, as indicated by various
Table 3: Reliability of the Measurement Model
Indicators
Socio-emotional wealth

x̄ Factor Loading Composite Reliability Average Variance Extracted

,654 0.58 0.80

Organizational Change Capability

,732 0,62 0.82

The hypothesis testing aimed to confirm the existence of a relationship between these two
proposed relationships between socio-emotional wealth constructs. The analysis provided empirical support for
and organizational capacity for change. H1 posited the H1, indicating a statistically significant relationship

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 Emotional compass: exploring the Socio-Emotional Wealth's Role in Guiding Change Implementation in
Family Enterprises!

between socio-emotional wealth and organizational chance but indeed a meaningful and significant
capacity for change. The strength and direction of this association.
relationship were further explored through factor In conclusion, the SEM analysis substantiated
loadings and path coefficients, affirming that variations the validity and reliability of the measurement model for
in socio-emotional wealth were associated with changes socio-emotional wealth and organizational capacity for
in organizational capacity. change. The confirmed relationship between these
H2, which suggested that this relationship is constructs supports both H1 and H2, providing
judged to be significant, was also confirmed by the SEM empirical evidence that variations in socio- emotional
analysis. The statistical significance of the relationship wealth significantly influence organizational capacity for
was determined through p-values associated with the change in the context under investigation. These
path coefficients. The p-values below the predetermined findings contribute to a deeper understanding of the
significance threshold (e.g., 0.05) provided evidence dynamics between socio- emotional wealth and
that the relationship between socio-emotional wealth organizational change, emphasizing their meaningful

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and organizational capacity for change was not due to and statistically significant connection.
Table 4: Presentation of adjustment indices- measurement model
Non- Adjusted
Increment Comparativ Goodness Normalize
Normed Goodness 9
Indice (RAMSEA) al Fit Index e Fit Index of Fit Index d Fit Index
Fit Index of Fit Index
(IFI) (CFI) (GFI) (NFI)

Global Journal of Management and Business Research ( A ) XXIV Issue II Version I

(NNFI) (AGFI)
Results 0.08 0.95 0.95 0.95 0.96 0.90 0.94
≤ 0.06 ~ intervalle
Rule ≥0.90 ≥0.95 ≥0.90 ≥0.90 ≥0.90
0.08 [0, 1]

b) Structural Model Three major conclusions have been drawn from

In order to test the hypotheses developed the analysis of the structural model. Firstly, three out of
initially based on the theoretical framework and five hypotheses have been validated—specifically, H3,
contextualization study, it is necessary to transform the H4, and H6 were accepted. However, H5 and H7 were
measurement model into a structural model that rejected due to their low coefficients (H5: Familiness has
represents the hypothetical relationships. This transition a positive effect on the selection of change champions
involves three steps: firstly, the removal of latent during the change period, β = 0.19; H7: The
variables; secondly, the creation of causality links identification with the company positively influences the
representing the hypotheses; and thirdly, the sense of responsibility of various actors involved in the
specification of endogenous and exogenous variables change context, β = 0.17) (see the table below).
(Fornel, 1989).
Table 5: Reliability of the structural model

Indicators
Socio-emotional wealth
x̄ Factor Loading Composite Reliability Average Variance Extracted

,754 0.75 0.80

Organizational Change Capability

,642 0,65 0.82

Table 6: Presentation of adjustment indices- Structural model

Adjusted
Non- Goodnes
Incremental Comparative Goodnes Normalized
Normed s of Fit
Indice Fit Index Fit Index s of Fit Fit Index
(RAMSEA) Fit Index Index
(IFI) (CFI) Index (NFI)
(NNFI) (GFI)
(AGFI)
Résultat 0.08 0.82 0.89 0.75 0.83 0.77 0.91
Règle ≤ 0.06 ~ Intervalle
≥0.90 ≥0.95 ≥0.90 ≥0.90 ≥0.90
générale 0.08 [0, 1]

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 Emotional compass: exploring the Socio-Emotional Wealth's Role in Guiding Change Implementation in
Family Enterprises!

Secondly, as depicted in the table below, the that improve both the average value of chi-square and
model's fit indices indicate a low level of adequacy. the regression coefficient between variables (see table).
Measures such as Incremental Fit Index (IFI) = 0.82, In truth, the issue of model re-specification remains a
Non-Normed Fit Index (NNFI) = 0.75, Goodness of Fit controversial topic in the specialized literature, with
Index (GFI) = 0.83, and Adjusted Goodness of Fit Index some researchers supporting the idea while others
(AGFI) = 0.77 fall below the minimum threshold of 0.90. criticize it. Proponents of the first group argue that the
Thirdly, confronted with a structural model goal of structural equation modeling is generally to
characterized by weak causality coefficients and fit develop the most parsimonious model that accurately
indices, specialists recommend undertaking model captures relationships between variables, making model
modifications based on suggestions automatically modification a key and crucial step in the analysis
provided by LISREL. (Raykov and Marcoulides, 1999). Opponents in the
second group caution that the "model improvement"
c) Post-HOC Model
technique makes the obtained model very specific to the
This process of modifying the structural model
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sample and not generalizable to the entire reality. They

involves establishing new relationships between
recommend using this technique only in cases where
endogenous and exogenous variables based on the
the initial model shows a very low level of fit, with
indices provided by Lisrel. With its sophisticated
regression coefficients below 0.3.
technology, Lisrel provides new relationship pathways
10
Table 7: Reliability of the measurement model
Global Journal of Management and Business Research ( A ) XXIV Issue II Version I

Indicators
Socio-emotional wealth

x̄ Factor Loading Composite Reliability Average Variance Extracted

,854 0.85 0.84

Organizational Change Capability
,742 0,75 0.82
In our case, the adjustment indices are below the model (Fornell and Larcker, 1981). Therefore, model
0.90, and five regression coefficients are below 0.3, modification is inevitable. The basis for this Post-Hoc
indicating that endogenous variables (Familiness, modification lies in the residual values and adjustment
Emotional Attachment, Relational Synergy, Firm indices. LISREL directly conducts this type of analysis
Identification) explain less than 30% of the variance in and provides these indicators in a table at the end of the
their indicators. This reflects the weak convergence of syntax file (see the table below the post-hoc model).
Table 8: Presentation of adjustment indices- AD-hoc model
Adjusted
Non- Goodnes
Incremental Comparative Goodnes Normalized
Normed s of Fit
Indice Fit Index Fit Index s of Fit Fit Index
(RAMSEA) Fit Index Index
(IFI) (CFI) Index (NFI)
(NNFI) (GFI)
(AGFI)
Résultat 0.08 0.91 0.96 0.93 0.94 0.92 0.94
Règle ≤ 0.06 ~ Intervalle
≥0.90 ≥0.95 ≥0.90 ≥0.90 ≥0.90
générale 0.08 [0, 1]
After testing all the paths proposed by Lisrel, emotional wealth. These firms exhibit a strategic
the obtained post hoc model consists of two orientation toward change, driven by a the status of the
endogenous variables (emotional attachment, relational emotional fabric within their organizational and familial
synergy) and three exogenous variables (climate of realms.
trust, empowerment culture, change champion). It For instance, the pursuit of increased socio-
reflects five direct relationships among them emotional wealth emerges as a foundational motivation.
Family firms recognize the intrinsic value of fostering
IV. Discussion emotional attachment and relational synergies.
The examination of results reveals that In situations where the consequences of
Moroccan family firms engage in transformative implementing change are perceived to fortify emotional
initiatives for reasons deeply intertwined with socio- connections among family members and nurture

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 Emotional compass: exploring the Socio-Emotional Wealth's Role in Guiding Change Implementation in
Family Enterprises!

positive relationships within the organizational environ- resistance. Poder (2001) concludes that emotions serve
ment, acceptance of the change becomes more likely. as a mechanism to control the reactions of actors
Consequently, resistance is expected to diminish. Also, involved in change. Effective management of emotions
the preservation of socio-emotional wealth stands out as provoked during the storm is essential to reduce
a key impetus for change. Family firms view their socio- resistance and inertia factors among organizational
emotional wealth as a vital asset contributing to their actors.
identity, legacy, and internal cohesion. Changes are not Another revelation of our ad-hoc model is
only seen as growth-oriented measures but also as evident in the timing of emotions. The dominant
mechanisms to sustain and safeguard emotional bonds, paradigm assumes that emotions are triggered within
trust, and a sense of responsibility within the family and family organizations as a response from collaborators to
the organization. change. In other words, they occur ex-post following the
In contrast, the minimization of losses in socio- emergence of a stimulus (change in our case). The
emotional wealth represents a cautious yet crucial challenge for managers is to protect the company from

Year 2024
motivation. Family firms, while acknowledging the these responses, which could be negative, manifesting
importance of emotional ties and relational dynamics, as resistance, frustration, and refusal, or positive,
exercise prudence in implementing changes. The through behaviors of acceptance and collaboration. This
aversion to disruptive changes that may jeopardize reactive logic, assuming that emotions occur after a
socio-emotional wealth underscores a commitment to change and only become significant post-appearance, 11
conserving the firm's identity, trust, and familial dominates most scientific publications. Richard
relationships. Lazarus's Appraisal theory (2010) adopts this logic,

Global Journal of Management and Business Research ( A ) XXIV Issue II Version I

Another conclusion drawn from this study is that considering emotions as momentary subjective
change management activities within Moroccan family experiences when individuals evaluate a situation or
SMEs are inherently emotional. This implies that the face an unknown event. Similarly, the Sustainable Family
emotional state of the company, manifested through the Business Theory (SFBT) confirms this logic, suggesting
level of attachment of family members to the business, that family and business are intertwined subsystems that
the type of relationship established among organi- evolve simultaneously. When an event affects one
zational actors, and the company's social capital, subsystem, it triggers a reaction in the other. In contrast,
determines its ability to develop cognitive (rational) and our model argues the opposite, asserting that emotions
material change management skills. The model in Moroccan family SMEs have ex-ante importance.
illustrates that two facets of socio- emotional wealth They are not merely psychological reactions to change
(Emotional Attachment, Relational Synergy) influence but determinants of the family business's ability to cope
three change management capabilities (Trust, culture of with it. Based on this perspective, our model challenges
responsibility, change champion) with an average factor the prevailing theories.
value of 0.50. In the visual interpretation of the model, three
The significance of emotional weight in arguments support this proposition. Firstly, the
organizational change management remains a well- emotional attachment of family members to the
established observation, as numerous previous studies company facilitates the selection of change champions
have highlighted. A study published in the Harvard with a factor value of 0.49 connecting these two
Business Review in 2020, titled "Saving a Family variables. Secondly, a strong social capital facilitates the
Business from Emotional Dysfunction," emphasizes the establishment of a climate of trust, with a figure of 0.69
importance of emotions, considering them as direct reflecting its impact. Thirdly, an interconnection between
determinants of the survival of family businesses. The emotional attachment and a culture of responsibility is
study by Manfred F. and R. Kets de Vries reveals that confirmed with a value of 0.43.
only three out of 10 family businesses survive to the A variety of recent research aligns with our
second generation, and only one out of 10 is passed on perspective on the ex-ante importance of emotions. The
to the third generation. They attribute this low survival article published by Franz W. Kellermanns et al. in 2014,
rate to the direct consequences of poorly managed titled "The role and impact of emotions in family
emotions, such as unfair treatment of heirs, lack of trust, business strategy: New approaches and paradigms,"
and personalized relationships between the founder and suggests that emotions within family businesses are not
stakeholders, which could lead the family firm to decline. mere reactions but essential determinants of the
Furthermore, a study conducted by Poder company's strategy. According to Franz (2014),
Pedersen at the University of Copenhagen in 2001 decisions such as choosing a successor, human
argues that emotion management is a tool that can resources practices, and relationships with stakeholders
either facilitate or complicate the implementation of are significantly influenced by socio-emotional wealth.
change. The expression of empathy toward employees' For example, founders often choose a successor who
emotional reactions can alleviate tensions (conflicts, ensures two crucial emotional dimensions: preserving
rumors), while the expression of anger generates the family dynasty and ensuring the long-term viability of
© 2024 Global Journals
 Emotional compass: exploring the Socio-Emotional Wealth's Role in Guiding Change Implementation in
Family Enterprises!

the business. Furthermore, Kathleen Randerson and declared bankruptcy because Onassis couldn't explore
Miruna Radu-Lefebvre in 2020 confirm this idea by a new path alone and couldn't bear the change in the
asserting that the emotional ambivalence of family board members. Research by Larraza-Kintana (2010)
members impacts the decision-making process of and Cruz et al. (2014) asserts that the strong presence
family organizations. For instance, emotions like anger of socio-emotional wealth hinders the implementation of
and rivalry lead to individualistic and selfish decisions changes. They argue that due to the specific identity
such as layoffs and relationship ruptures. (social image) developed by family owners through the
In addition from the ad-hoc model highlights the intersection of the two subsystems (family and
variability of the impact. It posits that socio-emotional business), they become personally connected to the
wealth does not always positively impact the firm's ability company, often bearing their family name.
to undergo change; in some exceptional cases, the Consequently, they avoid any kind of change that might
affective capital has an inverse effect. While the distort this image or identity. Additionally, José Moyano-
structural model (ad hoc) asserts that emotional Fuentes (2020) adds that family firms avoid high-risk
Year 2024

attachment facilitates the selection of change organizational changes to preserve socio-emotional

champions and social capital encourages the establish- wealth. In other words, owner-managers prioritize non-
ment of a climate of trust, it also suggests that excessive economic objectives such as preserving the image,
attachment to the business activity, a strong social social capital, and dynasty over change if it poses risks
12 capital, and historical relations with stakeholders limit of CSR losses.
the firm's capacity to explore new business domains and Finally, the scarcity of usage represents the last
initiate disruptive changes. In other words, it is unlikely form of influence exerted by socio-emotional wealth on
Global Journal of Management and Business Research ( A ) XXIV Issue II Version I

that business owners deeply attached to their activities the capabilities of Moroccan family SMEs to change. It
would initiate drastic changes such as a change in the describes the fact that the affective endowments of the
industry sector or the sale of part of the shares. An organization (emotional attachment, relational synergy)
illustrative example is the Onassis Greek family, one of certainly reinforce the skills necessary for change
the wealthiest in Europe. Aristotle Onassis, the founder (change champion, culture of trust, and sense of
of the maritime transport company, was emotionally responsibility), but their effective use by owner-
attached to his sons. Following their unexpected deaths managers is occasional, if not rare. The conservatism
in a plane crash, the company declared bankruptcy theory stipulates that family businesses, by definition,
because Onassis could not explore a new path alone are not too open to organizational transformations; they
and could not withstand the changes in the board often lean towards preserving their status quo. This
members. implies that these entities rarely initiate change projects,
Research by Larraza-Kintana (2010) and Cruz typically only when the realization of the change directly
et al. (2014) asserts that the strong presence of socio- threatens the survival of the business. Consequently,
emotional wealth hinders the implementation of change capabilities are seldom utilized.
changes. They argue that due to the specific identity
(social image) developed by family owners through the
V. Conclusion
intersection of the two subsystems (family and In conclusion, family enterprises in Morocco
business), they become personally connected to the operate within a culturally rich and emotionally charged
company often bearing their family name. Consequently, environment, where familial and societal values
they avoid any kind of change that might distort this intricately intertwine, shaping their operational fabric.
image or identity. Additionally, José Moyano-Fuentes The study has highlighted the significance of cultural
(2020) adds that family firms avoid high-risk attributes, including collectivism, high power distance,
organizational changes to preserve socio- emotional and diversity, in influencing the understanding of socio-
wealth. In other words, owner-managers prioritize non- emotional wealth (SEW) within Moroccan family
economic objectives such as preserving the image, businesses. The emphasis on collectivism implies a
social capital, and dynasty over change if it poses risks societal orientation towards group cohesion and
of SEW losses. interdependence, impacting the perception and
Exploring new business domains and initiating management of SEW within family businesses.
disruptive changes is unlikely for owners and managers Additionally, the prevalent high power distance and
deeply attached to the business activity. This includes cultural diversity contribute layers of complexity to the
launching drastic changes such as a change in the dynamics of socio-emotional wealth within the business
sector or selling part of the shares. A notable example in domain.
this context is the Onassis Greek family, among the Furthermore, the study has uncovered
wealthiest in Europe. Aristotle Onassis, the founder of additional layers of complexity within Moroccan family
the maritime transport company, was emotionally businesses. The inherent inclination of these enterprises
attached to his sons. Consequently, following their to preserve the status quo, deeply rooted in established
unexpected deaths in a plane crash, the company
© 2024 Global Journals
 Emotional compass: exploring the Socio-Emotional Wealth's Role in Guiding Change Implementation in
Family Enterprises!

identities and family names, poses challenges and firms: Present debates and future directions. Family
potential missed opportunities for growth. Business Review, 26 (1), 10-31.
The concept of ambidexterity gains signi- 3. Habbershon, T. G., & Williams, M. L. (2013). A
ficance in understanding how these family firms balance resource-based framework for assessing the
the preservation of proven practices with the exploration strategic advantages of family firms. Family
of potential avenues for growth. Business Review, 26 (1), 12-30.
The research has explored how socio-emotional 4. Gómez-Mejía, L. R., Patel, P. C., Chrisman, J. J., &
wealth contributes to ambidexterity in the face of Carr, J. C. (2014). Separating the wheat from the
change, enabling family firms to maintain their traditional chaff: The moderating effects of family involvement
identity, values, and successful business models while on the relationship between entrepreneurial orient-
navigating change peacefully. The study has shed light ation and performance. Entrepreneurship Theory
on the intricate interplay of emotions, emphasizing their and Practice, 38 (5), 1263-1281.
collective experience woven into the operational fabric of 5. Sharma, P., Chrisman, J. J., & Chua, J. H. (2013).

Year 2024
family businesses. Predictors of satisfaction with the succession
In examining the results, it becomes evident that process in family firms. Journal of Business
Moroccan family firms engage in transformative Venturing, 28 (2), 232-251.
initiatives motivated by socio-emotional wealth, where 6. Craig, J. B., Moores, K., & Sadler-Smith, E. (2011).
the preservation and enhancement of emotional bonds, Learning and development: Perceptions of 13
trust, and a sense of responsibility play crucial roles. The organizational effectiveness in a UK sample of
research also emphasizes the emotional nature of family‐owned firms. Journal of Small Business

Global Journal of Management and Business Research ( A ) XXIV Issue II Version I

change management activities within these family Management, 49 (3), 398-424.
businesses, with emotions serving as determinants of 7. Eddleston, K. A., & Kellermanns, F. W. (2017).
their ability to develop change management capabilities. Toward a family-based system theory of business
The ad-hoc model developed in this study challenges exit: A conceptualization and research agenda.
prevailing paradigms by asserting the ex-ante Journal of Family Business Strategy, 8 (3), 151-161.
importance of emotions in family SMEs. It suggests that 8. Fernández, Z., & Nieto, M. J. (2014). Impact of
emotional attachment, relational synergy, and social ownership on the international involvement of SMEs.
capital are not mere reactions to change but essential Journal of International Business Studies, 45 (6),
determinants of the family business's ability to cope with 705-723.
and initiate change. The model illustrates the nuanced 9. Gómez-Mejía, L. R., Haynes, K. T., Núñez-Nickel,
impact of socio-emotional wealth on change M., Jacobson, K. J., & Moyano-Fuentes, J. (2007).
management capabilities and emphasizes the variability Socioemotional wealth and business risks in family-
of this impact. controlled firms: Evidence from Spanish olive oil
Moreover, the study reveals the scarcity of mills. Administrative Science Quarterly, 52 (1), 106-
usage as a form of influence exerted by socio-emotional 137.
wealth on the capabilities of Moroccan family SMEs to 10. Schulze, W. S., Lubatkin, M. H., & Dino, R. N.
change. Despite reinforcing the skills necessary for (2003). Toward a theory of agency and altruism in
change, these emotional endowments are often family firms. Journal of Business Venturing, 18 (4),
underutilized, aligning with the conservatism theory that 473-490.
family businesses are generally resistant to organi- 11. Minichilli, A., Corbetta, G., & MacMillan, I. C. (2010).
zational transformations. Top management teams in family-controlled
In summary, the findings contribute to the companies: ‘Familiness’, ‘faultlines’, and their
evolving discourse on the strategic adaptability and impact on financial performance. Journal of
resilience of family businesses in Morocco. The Management Studies, 47 (2), 205-222.
recognition of emotions as proactive determinants, 12. Pearson, A. W., & Carr, J. C. (2010). Toward a
rather than reactive responses, challenges conventional theory of familiness: A social capital perspective.
perspectives and underscores the need for a nuanced Entrepreneurship Theory and Practice, 34 (6), 1107-
understanding of socio-emotional wealth's impact on 1126.
change dynamics within the familial business context. 13. Berrone, P., Cruz, C., & Gómez-Mejía, L. R. (2012).
Socioemotional wealth in family firms: Theoretical
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of Business Venturing, 26 (2), 187-201. J., & Chua, J. H. (2012). Family control and family
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intentions for transgenerational control. Organization 31. Senge, P. M. (1990). The fifth discipline: The art and
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© 2024 Global Journals

 Global Journal of Management and Business Research: A
Administration and Management
Volume 24 Issue 2 Version 1.0 Year 2024
Type: Double Blind Peer Reviewed International Research Journal
Publisher: Global Journals
Online ISSN: 2249-4588 & Print ISSN: 0975-5853

Correlative Language and Creativity Metacognition Interpretation

for Business Setups
By Joel Laffita Rivera
Abstract- Although language and creativity used to be analyzed as separate subjects, all human
society created things show signs of correlation between them. Observable evidences suggest
that, there is an intellectual correlation phenomenon between these faculties when successful
business approaches and development refer. And the basis observation of this is the
entrepreneurial mindset novel-idea acquisition and development.
The research relies on the Metacognition Theory to assign the subject. And to provide
ametacognition language and creativity correlation model to decode the entrepreneurial mindset
novel-idea acquisition and development.
A qualitative method has been used. This research criterium has involved the reviewing of
academic and scientific research works, books, and Internet accredited websites. Materials that
are related to the subject analyzed. The results of this study are beneficial to all academic and
scientific fields relate to the topic presented.
Keywords: language; creativity; cognition; novel-idea acquisition and development; correlated
metacognition theory (CMT).
GJMBR-A Classification: JEL Code: O31

CorrelativeLanguageandCreativityMetacognitionInterpretationforBusinessSetups

Strictly as per the compliance and regulations of:

© 2024. Joel Laffita Rivera. This research/review article is distributed under the terms of the Attribution-NonCommercial-
NoDerivatives 4.0 International (CC BYNCND 4.0). You must give appropriate credit to authors and reference this article if parts of
the article are reproduced in any manner. Applicable licensing terms are at [Link]
 Correlative Language and Creativity Metacognition
Interpretation for Business Setups
Joel Laffita Rivera

Abstract- Although language and creativity used to be entrepreneurial mindset-language and creativity
analyzed as separate subjects, all human society created correlation what allows the reasoning of that thought.
things show signs of correlation between them. Observable The capacity to create and understand the meaning of
evidences suggest that, there is an intellectual correlation ideas is considered an essential and defining feature of
phenomenon between these faculties when successful
human beings (Audi, 1995).
business approaches and development refer. And the basis

Year 2024
observation of this is the entrepreneurial mindset novel-idea The big question is to ask if all the novel-ideas
acquisition and development. that have changed the human society way of living to
The research relies on the Metacognition Theory to the present, would have been possible without using
assign the subject. And to provide ametacognition language what appears to be, an intellectual correlation between
and creativity correlation model to decode the entrepreneurial language and creativity when those successful business 15
mindset novel-idea acquisition and development. approaches and development refer. Of course, consi-
A qualitative method has been used. This research

Global Journal of Management and Business Research ( A ) XXIV Issue II Version I

dering the entrepreneurial mindset, novel-idea
criterium has involved the reviewing of academic and scientific acquisition and development relate to them.
research works, books, and Internet accredited websites.
Although language and creativity used to be
Materials that are related to the subject analyzed. The results
of this study are beneficial to all academic and scientific fields analyzed as separate subjects, all human society
relate to the topic presented. created things show signs of correlation between them.
Keywords: language; creativity; cognition; novel-idea Observable evidences suggest that, there is an
acquisition and development; correlated metacognition intellectual correlation phenomenon between these
theory (CMT). faculties when successful business approaches and
development refer. And the basis observation of this is
I. Introduction the entrepreneurial mindset novel-idea acquisition and

A
development.
t correlated language and creativity, this study
Putting those remarks into factual perspectives
looks at it as that well-characterized human
will not be difficult. Because in the business world, we
intelligence thinking. A cognition function that,
see that intellectual correlation between language and
intellectually permits the acquisition and development of
creativity in all the novel-ideas input and output that
novel-ideas. As such, it has become the ability to
have changed the human society way of living.
communicate the thought in the business world to
Consequently, allowing the flourishing of those
create and innovate. As a novel-idea is the product of
outstanding successful business that have made
inventiveness, it requires using the highest level of
history. See the example that follows and its respective
thinking, metacognition.
analysis:
Metacognition is an awareness of one's thought
Who does not know Coca Cola! Perhaps, when
processes and an understanding of the patterns behind
this name comes to our mind, we think in the product
them. The term comes from the root word meta,
rather than the novel-idea behind it. A novel-idea that
meaning beyond, or on top of. Metacognition can take
gave birth to one of the most famous beverages,
many forms, such as reflecting on one's ways of thinking
worldwide. Today, it represents the company, its iconic
and knowing when and how to use particular strategies
product. And every innovative aspect that comes from
for problem-solving. There are generally two compo-
this successful business enterprise. Who invented Coca-
nents of metacognition: (1) knowledge about cognition
Cola? Well, according to (Garrett, 1969) was John Stith
and (2) regulation of cognition. A metacognitive model
Pemberton (July 8, 1831 – August 16, 1888), an
differs from other scientific models in that the creator of
American pharmacist.
the model is per definition also enclosed within it
Considering that John Stith Pemberton, a
(Metcalfe & Shimamura,1994); (Schraw,1998);
pharmacist, communicated the knowledge regarding his
(Borkowski,1992).
own discipline, and the general knowledge he needed to
It is understood that the novel-idea is backed by
acquire and develop the Coca- Cola novel-idea through
the metacognition way of thinking but, is the
a given language, I would say that he had to use the
Author: European College for Liberal Studies (ECLS) Branch Campus intellectual correlation prior highlighted to accomplish
Madrid, Spain. e-mail: [Link]@[Link] this thinkable task. Because language is no only the

© 2024 Global Journals

 Correlative Language and Creativity Metacognition Interpretation for Business Setups

core of communication but, when is given, the act of development an intellectual product of language and
creativity becomes clear. creativity correlation? Hypothetically, is assumed that
Pragmatically speaking, if that well-characte- the entrepreneurial mindset novel-idea acquisition and
rized intellectual correlation phenomenon between development is an intellectual product of language and
language and creativity was not existed, it would have creativity correlation.
not been possible for John Stith Pemberton, and for all
prominent inventors we all know, to acquire and II. Research Objective
developthose marvelous novel-ideas that have The research relies on the Metacognition Theory
revolutionized the human society way of living to the to assign the subject. And to provide a metacognition
present. So, is logical to think about the assumed language and creativity correlation model to decode the
existence of this language and creativity intellectual entrepreneurial mindset novel-idea acquisition and
phenomenon with regard to the novel-idea, especially development.
when the entrepreneurial mindset acquisition and
The Correlated Metacognition Theory (CMT)
Year 2024

development of it refers.
The intelligence thinking that allows us to
Even if we do argue that the acquisition and
correlate language and creativity to acquire and develop
development of the novel-idea is a matter of knowledge,
the novel-idea, is what best defines the entrepreneurial
the fact that a given language is what makes people
mindset metacognition function this research study
16 knowledgeable of their particular subject of studies and
stands for. In this attempt, the following model and the
beyond, it well-described the point made.
way to evaluate the subject have been designed. See
Based on those annotations, a review of the
Global Journal of Management and Business Research ( A ) XXIV Issue II Version I

Figure 1: Correlated Metacognition Theory (CMT). And

subject led to theorize and question, respectively. Is the
Table 1: CMT Accessibility and Evaluation:
entrepreneurial mindset novel-idea acquisition and

Cognition Intelligence Thinking Language

Faculty
Language Costituent
Communication Creativity
Reliable Reasoning
Developed System

Figure 1: Correlated Metacognition Theory

Table 1: The CMT Accessibility and Evaluation

Item Function Variables Accessibility Variables Evaluation

Cognition Intelligence Thinking
Faculty Communication
Language Language and Novel-idea Acquisition
Developed System
Creativity. and Development.
Language Constituents
Creativity
Reliable Reasoning
At human cognition, this theory looks at it as the one, or the paranormal as many prefer to call it. This
intelligence thinking. At the huma’s language, as the intelligence thinking approach is distinguished,
faculty communication developed system. At creativity, observably speaking, by two mayorvariables. One is
as the human language constituent reliable reasoning. language. And the other is creativity. As stated in Table
As stated in Figure 1. 1.
Unlike other living creatures, we, as human According to (Cambridge Dictionary, 2023),
have the mental capacity to think the intelligence. This language is a system of communication consisting of
allows us to reason not only our nature but, the nature of sounds, words, and grammar. This is a precious
the physical world as well. No to mention the spiritual conceptual point yet, like the majority, speaks about

© 2024 Global Journals

 Correlative Language and Creativity Metacognition Interpretation for Business Setups

language constituent, the seven language Figure 1: The Human Language Corpus and Skills
characteristics. In other words, the faculty developed Developed:
system, which creativity self-nature speaks for itself. See

Speakin
g

Phonetic

Year 2024
Vocabulary Listenin
Writing
Grammar g

17

Global Journal of Management and Business Research ( A ) XXIV Issue II Version I

Reading

Figure 1: The Human Language Corpus and Skills Developed

By looking at figure 1, we might think that is just cognition work correlate to ultimate the thought. This is
an abstract academic diagram but, that well-structured the metacognition reasoning that allowed John Stith
communication system characterizes the human Pemberton to reflect on the ways of thinking, and
cognition the best when thinking the intelligence knowing when and how to use particular strategies for
denotes. It was made to help us to create. Is that when problem-solving. In other words, both faculties have
language is given, the act of creativity becomes clear. intellectual correlation.
Phonetics, vocabulary, and grammar are the Taking on those remarks, the research study
three main pillars of any given language. They represent provides insights to access and evaluate: The
knowledge. The speaking, listening, writing, and reading Correlated Metacognition Theory (CMT). There are
are the skills needed to communicate well, in a given generally two components of metacognition regarding
language. I undoubtly would say that this is a well- the Metacognition Theory: The first is, Knowledge about
characterized language and creativity intellectual cognition. And the second is, Regulation of cognition.
correlation approach which today, represents the human Accordingly, the variables to access the subject based
communication system developed. on these components are language and creativity. And
A quote from (Oxford Dictionary, 2023) sees the analysis must be conducted based on the
creativity as the production of ideas and objects that are correlation assumed between both faculties when the
both, novel or original and worthwhile or appropriate. entrepreneurial mindset novel-idea acquisition and
(Sternberg & Sternberg, 2011) argue that creativity development refer. As stated in table 2.
produces something original and worthwhile.
Nonetheless, while a novel-idea like Coca-Cola, and all III. Literature Review
those that have changed the human society way of
living turns out to be the product of creativity, they can Academically, many researchers have
only be reasoned linguistically. A coincidence? Not at addressed the correlation between language and
creativity (Carter, 2004); (Pope, & Swann, 2011); (Pope
all. Because creativity is a human language constituent
& Carter, 2011); (Philip, & Zsófia & Penny, 2016);
of reliable reasoning. A fact that can be demonstrated
(Andreas, 2015). Still, is a subject lacking of consents
when analyzing the human cognition regarding both
faculties’s correlation those ideas inputs and outputs. when correlate these faculties of the human cognition.
At entrepreneurial mindset novel-idea Empirically speaking, the critical point in the
acquisition and development, is understood that present manuscript is to conceptualize those observable
language and creativity, both faculties of the human evidences that point out the existence of an intellectual
© 2024 Global Journals
 Correlative Language and Creativity Metacognition Interpretation for Business Setups

correlation phenomenon between language and told you that one of the keys to unlocking creativity lies
creativity regarding successful business approaches in something we often take for granted: language?
and development. With emphasis on the novel-idea
acquisition and development. IV. Methodology
A quote from (Cambridge Dictionary, 2023) The methodology implemented to conduct the
defines language as a system of communication present study is based on qualitative research. This
consisting of sounds, words, and grammar. (Nicholas & research criterium has involved the gathering and
Stephen, 2009) see language as a structured system of reviewing of academic and scientific research works,
communication that consists of grammar and books, and Internet-accredited websites. All these
vocabulary. They also argue that language is the materials re related to the subject analyzed.
primary means by which humans convey meaning, both Qualitative research is a type of research that
in spoken and written forms, and may also be conveyed aims to gather and analyse non-numerical (descriptive)
through sign languages. data (Abeysiriwardana, Prabath, Jayasinghe-Mudalige,
Year 2024

Those are precious insights. Yet, like the Udith, Kodituwakku & Saluka, 2023). It has been
majority, they speak about language constituents: The informed by several strands of philosophical thought
seven language basis characteristics. In other words, and examines aspects of human life, including culture,
the human faculty development, which creativity self- expression, beliefs, morality, life stress, and imagination
18 nature can speak for itself. (Wertz & Charmaz & McMullen, 2011).
A quote from (Oxford Dictionary, 2023) explains The collection and analysis of the materials
creativity as the production of ideas and objects that are
Global Journal of Management and Business Research ( A ) XXIV Issue II Version I

related to the subject the present study has examined

both, novel or original and worthwhile or appropriate. are firsthand gathering. And they have been cited
(Sternberg & Sternberg, 2011) sees it as the production according to the academic and scientific research
of something original and worthwhile. However, while a citation criteria. To accomplish this task, the Google
novel-idea like Coca-Cola, and all those that have search engine was used. A computer tools that helps
changed the human society way of living to represent academia research-doing. See Figure 2: Google search
days, turn out to be the product of creativity, they could engine computer screen capturing:
only be reasoned linguistically. This is not coincidence,
when language is given, the act of creativity becomes
clear. Both faculties work correlate to ultimate the
thought when the acquisition and development of the
novel-idea refer. In other words, is the entrepreneurial
mindset metacognition reasoning approach in
successful business.
Scholarly interest in creativity is found in several
disciplines: psychology, business studies, and cognitive
science. It is also present in education, the humanities:
philosophy and arts, and theology. Social sciences such
as, sociology, linguistics. These disciplines cover the
relations between creativity and general intelligence
(Harvard Business Review, 2023); (Anderson, Potočnik,
Kristina, Zhou & Jing, 2014).
(Oxford University Press and [Link].,
2020) describes cognition as the mental action or
process of acquiring knowledge and understanding
through thought, experience, and the senses. It
encompasses all aspects of intellectual functions and
processes. This includes language, and with it, the
creativity of all those novel-ideas that have changed the
human society way of living to the present.
At cognition, this study looks at it as the human
intelligence thinking. A metacognition language and
creativity correlated function that, facultatively speaking,
permits the reasoning and development of novel-ideas.
Which has become the ability to communicate the
thought in the business world. As questioned in an
article written in (Endeavour Speech LLP, 223): what if I

© 2024 Global Journals

 Correlative Language and Creativity Metacognition Interpretation for Business Setups

Year 2024
Figure 2: Google Search Engine Computer Screen Capturing 19

Analysis communicate the though, the novel-idea, in the

Global Journal of Management and Business Research ( A ) XXIV Issue II Version I

V.
business world.
Rather than getting into the complex and yet,
Human cognition scientific assured explanation, the VI. Results
present study investigates what, observably, points out
In everyday use, "theory" often means an
the existence of an intellectual correlation phenomenon
untested hunch or a guess without supporting evidence.
between language and creativity when successful
But for scientists, a thesis has nearly the opposite
business approaches and development refers.
meaning. A theory is a well-substantiated explanation of
The study exemplifies the entrepreneurial
an aspect of the natural world that can incorporate laws,
mindset novel-idea acquisition and development to
hypotheses, and facts (American Museum of Natural
highlight how language and creativity, both faculties of
History: Darwin exhibition, 2014).
the human cognition, correlate to ultimate the thought.
The intelligence thinking that allows us to
Pinpointing the philosophical view concerning this
correlate language and creativity to acquire and develop
subject: The entrepreneurial mindset novel-idea
the novel-idea, is what best defines the entrepreneurial
acquisition and development is an intellectual product of
mindset metacognition function this research study
language and creativity correlation.
stands for. A subject that has become the ability to
If that well-characterized intellectual correlation
communicate the thought in the business world to
phenomenon between language and creativity was not
create and innovate. Accordingly, the model and the
existed, it would have not been possible for John Stith
way to evaluate it. This scientific approach will ease
Pemberton, and for all prominent inventors we all know,
researchers to formulate other [Link] Figure 1:
to acquire and develop those marvelous novel-ideas
Correlated Metacognition Theory (CMT). And Table 1:
that have revolutionized the human society way of living
CMT Accessibility and Evaluation:
to the present.
Language and creativity are both, faculties of
the human cognition. And they do correlate to acquire
and develop the novel-idea. This is a well-characterized
intellectual correlation phenomenon that we all can see
in all humansociety created things: Short-histories and
novels. Composed symphonies. Paintings. Philosophy.
Science. Ext.
Indeed, that intellectual correlation phenol-
menon between language and creativity is the key to
understand the acquisition and development of the
novel-idea. As is the way we, as human beings do think
the intelligence to invent and innovate. In other words,
the metacognition entrepreneurial mindset reasoning
approach. A subject that has become the ability to

© 2024 Global Journals

 Correlative Language and Creativity Metacognition Interpretation for Business Setups

Cognition Intelligence Thinking Language

Faculty
Language Costituent
Communication Creativity
Reliable Reasoning
Developed System
Year 2024

Figure1: Correlated Metacognition Theory

Table1: The CMT Accessibility and Evaluation
20
Item Function Variables Accessibility Variables Evaluation
Global Journal of Management and Business Research ( A ) XXIV Issue II Version I

Cognition Intelligence Thinking

Faculty Communication Language and
Language Novel-idea Acquisition
Developed System Creativity.
and Development.
Language Constituents
Creativity
Reliable Reasoning
As stated in Figure 1, At human cognition, this and develop the novel-idea, undoubtly points out the
theory looks at it as the intelligence thinking. At the existence of the intellectual correlation phenomenon this
huma’s language, as the faculty communication research study has, hypothetically put forwarded. A
developed system. At creativity, as the human language subject that has become the ability to communicate the
constituent reliable reasoning. thought in the business world to create and innovate.
As stated in Table 2, the insights to access and Still to be considered as research front-line for the
evaluate The Correlated Metacognition Theory (CMT) academic and scientific community. Thus, qualitative
are given. According to Metacognition Theory, there are researchers based on this research study theory are
generally two components of metacognition: The first is, highly recommended.
Knowledge about cognition. And the second is,
Regulation of cognition. Accordingly, the variables to Biography
access the subject based on these components are 1. Metcalfe, J., & Shimamura, A. P. (1994).
language and creativity. The analysis must be Metacognition: knowing about knowing. Cambridge,
conducted based on the correlation assumed between MA: MIT Press.
the faculties when the entrepreneurial mindset novel- 2. Schraw, Gregory (1998). "Promoting general
idea acquisition and development refer. metacognitive awareness". Instructional Science.
VII. Conclusion 26: 113–125. doi: 10.1023/A:1003044231033.S2
CID15715418.
The research study has delivered a theory to 3. Borkowski, J. G. (1992). "Metacognitive Theory: A
decode what appears to be, an intellectual correlation Framework for Teaching Literacy, Writing, and Math
phenomenon between language and creativity when Skills". Journal of Learning Disabilities. Hammill
successful business approaches and development Institute on Disabilities. 25 (4): 253–257. doi: 10.11
refers. It has taken on the entrepreneurial mindset novel- 77/002221949202500406. PMID 1573335. S2CID
idea acquisition and development to approach the 10031331.
subject from the Metacognition Theory. It is leading to 4. Garrett, Franklin Miller (1969). "The Eighteen-
make a valuable contribution to the study of the Human Eighties". Atlanta and Environs: A Chronicle of Its
Cognition, and all associate academic and scientific People and Events, 1880s-1930s (2nd ed.). Athens,
fields, respectively. Georgia.: University of Georgia Press. ISBN 978-0-
VIII. Recommendation 8203-3128-7.
5. Audi, Robert, ed. (1995). Cambridge Dictionary of
The brain-faculty that we, as human beings Philosophy. Cambridge; New York: Cambridge
have to think the intelligence. And in this manner University Press. p. 355. ISBN 0-521-40224-7.
mentally correlate language and creativity to acquire
© 2024 Global Journals
 Correlative Language and Creativity Metacognition Interpretation for Business Setups

6. Cambridge Dictionary (2023) [Link] feed-article-content#:~:text=Language%20is%20

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 Correlative Language and Creativity Metacognition Interpretation for Business Setups
Year 2024

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© 2024 Global Journals

 Global Journal of Management and Business Research: A
Administration and Management
Volume 24 Issue 2 Version 1.0 Year 2024
Type: Double Blind Peer Reviewed International Research Journal
Publisher: Global Journals
Online ISSN: 2249-4588 & Print ISSN: 0975-5853

Human Capital Challenges in Sustainability Start-ups- Attracting,

Retaining, and Developing Talented Individuals
By Dr. Preksha Yadav
Abstract- Sustainability start-ups play a critical role in addressing the world's most pressing
challenges. However, they face a number of human capital challenges in attracting, retaining,
and developing talented individuals. These challenges include lack of brand awareness,
competition from established companies, high turnover, burn-out, lack of career growth
opportunities, limited resources, and lack of expertise.
This paper reviews the literature on human capital challenges in start-ups and
sustainability start-ups. It then identifies the unique human capital challenges faced by
sustainability start-ups and evaluates the effectiveness of different strategies for addressing
these challenges. Finally, the paper investigates the impact of human capital challenges on the
performance of sustainability start-ups.
The paper finds that sustainability start-ups face a number of unique human capital
challenges. These challenges include the need to attract and retain employees who are
passionate about sustainability, the need to offer competitive salaries and benefits, and the need
to create a positive and supportive work environment.
Keywords: sustainability start-ups, human capital challenges, attracting talent, retaining talent,
developing talent, performance.
GJMBR-A Classification: JEL Code: J24

HumanCapitalChallengesinSustainabilityStartupsAttractingRetainingandDevelopingTalentedIndividuals
Strictly as per the compliance and regulations of:

© 2024. Dr. Preksha Yadav. This research/review article is distributed under the terms of the Attribution-NonCommercial-
NoDerivatives 4.0 International (CC BYNCND 4.0). You must give appropriate credit to authors and reference this article if parts of
the article are reproduced in any manner. Applicable licensing terms are at [Link]
 Human Capital Challenges in Sustainability
Start-ups- Attracting, Retaining, and Developing
Talented Individuals
Dr. Preksha Yadav

Abstract- Sustainability start-ups play a critical role in companies (Deloitte, 2022). Additionally, sustainability
addressing the world's most pressing challenges. However, start-ups often operate in emerging industries with new

Year 2024
they face a number of human capital challenges in attracting, and evolving technologies, which can make it difficult to
retaining, and developing talented individuals. These find employees with the necessary skills and experience
challenges include lack of brand awareness, competition from
(Slaus & Jacobs, 2011).
established companies, high turnover, burn-out, lack of career
growth opportunities, limited resources, and lack of expertise. Another challenge faced by sustainability start-
This paper reviews the literature on human capital ups is retaining talented individuals (Mukul, & Saini, 23
challenges in start-ups and sustainability start-ups. It then 2021). These companies often have limited resources
identifies the unique human capital challenges faced by and may not be able to offer the same salaries and

Global Journal of Management and Business Research ( A ) XXIV Issue II Version I

sustainability start-ups and evaluates the effectiveness of benefits as larger, more established companies.
different strategies for addressing these challenges. Finally, Additionally, sustainability start-ups may have a high
the paper investigates the impact of human capital challenges turnover rate due to the demanding work environment
on the performance of sustainability start-ups. and the long hours that employees are often required to
The paper finds that sustainability start-ups face a
work (Lange, 2017).
number of unique human capital challenges. These challenges
include the need to attract and retain employees who are Finally, sustainability start-ups also face
passionate about sustainability, the need to offer competitive challenges in developing talented individuals (Iandolo &
salaries and benefits, and the need to create a positive and Cosimato, 2019). These companies may not have the
supportive work environment. The paper also finds that the resources or expertise to provide employees with the
effectiveness of different human capital strategies varies training and development they need to succeed.
depending on the specific needs of the sustainability start-up. Additionally, sustainability start-ups may have a culture
The paper concludes by providing recommendations that does not value professional development or that
for sustainability start-ups on how to attract, retain, and does not provide employees with the time or resources
develop talented individuals. These recommendations include
they need to learn new skills (Hudáková, Urbancova, &
investing in brand awareness, offering unique benefits and
opportunities, creating a positive and supportive work Vnoučková, L. 2019).
environment, providing opportunities for professional Despite the challenges they face, sustainability
development and growth, and being transparent about career start-ups play a vital role in the transition to a more
paths and development opportunities. sustainable economy. By attracting, retaining, and
Keywords: sustainability start-ups, human capital developing talented individuals, sustainability start-ups
challenges, attracting talent, retaining talent, developing can accelerate the development and adoption of
talent, performance. innovative solutions to environmental challenges.

I. Introduction II. Literature Review

S
ustainability start-ups are at the forefront of Sustainability start-ups are at the forefront of
innovation in the fight against climate change and innovation in the fight against climate change and other
other environmental challenges (Adams & Adams, environmental challenges. However, these companies
2011). However, these companies face a number of face a number of human capital challenges in attracting,
human capital challenges in attracting, retaining, and retaining, and developing talented individuals.
developing talented individuals (Govindan, Kannan, &
a) Attracting Talented Individuals
Shankar, 2014).
One of the biggest challenges for sustainability
One of the biggest challenges for sustainability
start-ups is attracting top talent. These companies are
start-ups is attracting top talent. These companies are
often new and unknown, and they may not have the
often new and unknown, and they may not have the
same brand recognition or reputation as established
same brand recognition or reputation as established
companies (Morioka, Carvalho, & Azevedo, 2018).
Additionally, sustainability start-ups often operate in
Author: e-mail: [Link]@[Link] emerging industries with new and evolving technologies,

© 2024 Global Journals

 Human Capital Challenges in Sustainability Start-ups- Attracting, Retaining, and Developing Talented
Individuals

which can make it difficult to find employees with the supportive work environment where employees feel
necessary skills and experience (Tura, Van Tulder, & valued and respected (Voinea, Logger, Rauf, &
Muche, 2019). Roijakkers 2019). This can be done by fostering a
To attract top talent, sustainability start-ups culture of collaboration and teamwork, and by
need to focus on their mission and values. Many people providing employees with the resources and tools
are passionate about sustainability and want to work for they need to succeed (Deloitte, 2022).
companies that are making a difference (Slaus & In addition to these factors, sustainability start-
Jacobs, 2011). Sustainability start-ups can highlight their ups can also attract talented individuals by:
impact and mission in their job postings and marketing
• Partnering with universities and colleges to recruit
materials. They can also offer competitive salaries and
students and recent graduates
benefits, as well as opportunities for professional
• Attending industry events and conferences to
development and growth.
network with potential candidates
Sustainability start-ups can also attract talented
• Offering internships and apprenticeships
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individuals by partnering with universities and colleges.

These partnerships can help sustainability start-ups to • Creating a strong employer brand that emphasizes
connect with students and recent graduates who are the company's commitment to sustainability and
interested in sustainability careers. Sustainability start- social responsibility
ups can also attend industry events and conferences to • By focusing on these factors, sustainability start-ups
24
network with potential candidates. can attract talented individuals who are passionate
about sustainability and making a difference.
Attracting talented individuals is a critical
Global Journal of Management and Business Research ( A ) XXIV Issue II Version I

challenge for all organizations, but it is especially b) Retaining Talented Individuals

important for sustainability start-ups (Trautwein, 2021). Once sustainability start-ups have attracted top
These companies are often new and unknown, and they talent, they need to focus on retaining them. This can be
may not have the same brand recognition or reputation done by creating a positive and supportive work
as established companies. Additionally, sustainability environment (Peyton, 2004). Sustainability start-ups
start-ups often operate in emerging industries with new should provide employees with opportunities for
and evolving technologies, which can make it difficult to professional development and growth, as well as
find employees with the necessary skills and experience competitive salaries and benefits. They should also offer
(Adams & Adams, 2011; Deloitte, 2022; Govindan, flexible work arrangements and other benefits that can
Kannan, & Shankar, 2014). help employees to achieve a healthy work-life balance.
Despite these challenges, there are a number of Sustainability start-ups can also retain talented
things that sustainability start-ups can do to attract individuals by creating a culture of learning and
talented individuals. Some of the most important factors innovation (Vogel & Fischler 2013). This culture should
include: encourage employees to share their knowledge and
1. Mission and Values: Many people are passionate expertise with each other, and to take on new
about sustainability and want to work for companies challenges. Sustainability start-ups should also provide
that are making a difference (Pollard, 2008). employees with opportunities to work on challenging
Sustainability start-ups can highlight their mission and meaningful projects.
and values in their job postings and marketing Retaining talented individuals is essential for
materials (Slaus & Jacobs, 2011). any organization that wants to succeed in the
2. Competitive Salaries and Benefits: Sustainability competitive global marketplace (Adams, C., & Adams,
start-ups need to offer competitive salaries and M., 2011). Talented employees are the driving force
benefits to attract and retain top talent (Sauermann, behind innovation, productivity, and customer satis-
2018). This includes offering competitive base faction. When talented employees leave, it can have a
salaries, performance bonuses, and equity options significant impact on the organization's bottom line
(Morioka, Carvalho, & Azevedo, 2018). (Morioka, S. N., Carvalho, H., & Azevedo, S. F., 2018).
3. Opportunities for Professional Development and There are a number of factors that contribute to
Growth: Talented individuals want to work for employee retention, including competitive salaries and
companies that provide them with opportunities to benefits, opportunities for professional development and
learn and grow (Earle, 2003). Sustainability start-ups growth, and a positive work environment (Govindan, K.,
can offer employees the opportunity to work on Kannan, D., & Shankar, R., 2014). However, the
cutting-edge technologies and to make a real literature suggests that three factors are particularly
difference in the world (Tura, Van Tulder, & Muche, important in retaining talented individuals:
2019). 1. Meaningful Work: Talented employees want to feel
4. A Positive and Supportive Work Environment: like their work is meaningful and that they are
Sustainability start-ups need to create a positive and making a difference (Tura, N., Van Tulder, R., &

© 2024 Global Journals

 Human Capital Challenges in Sustainability Start-ups- Attracting, Retaining, and Developing Talented
Individuals

Muche, M., 2019). Organizations can create a The literature suggests that there are a number
culture of meaningfulness by clearly articulating their of factors that contribute to the effective development of
mission and values, and by providing employees talented individuals. These factors include:
with opportunities to work on projects that align with 1. Opportunities for Professional Development and
their personal values and interests (Deloitte, 2022). Growth: Talented employees want to learn and
2. Growth and Development: Talented employees are grow, and they are more likely to stay with an
ambitious and want to learn and grow (Slaus, I., & organization that provides them with opportunities
Jacobs, D., 2011). Organizations can support to do so. Organizations can provide professional
employee growth and development by providing development opportunities in a number of ways,
employees with access to training and development such as through formal training programs, tuition
programs, and by offering them opportunities to reimbursement, and mentoring programs (Adams,
take on new challenges and responsibilities. C., & Adams, M., 2011).
3. Supportive Work Environment: Talented employees 2. Challenging and Meaningful Work: Talented

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want to work in an environment where they feel employees want to work on challenging and
valued, respected, and supported (Deloitte, 2022). meaningful projects. Organizations can provide
Organizations can create a supportive work employees with challenging and meaningful work by
environment by fostering a culture of collaboration giving them opportunities to take on new
and teamwork, and by providing employees with the responsibilities, work on cross-functional teams, 25
resources and tools they need to succeed. and participate in strategic planning processes

Global Journal of Management and Business Research ( A ) XXIV Issue II Version I

In addition to these three factors, there are a (Deloitte, 2022).
number of other things that organizations can do to 3. A Supportive Work Environment: Talented
retain talented employees, such as: employees want to work in a supportive work
Offering flexible work arrangements environment where they feel valued and respected.
Organizations can create a supportive work
1. Providing employees with a healthy work-life
environment by fostering a culture of collaboration
balance
and feedback, and by providing employees with the
2. Recognizing and rewarding employees for their
resources and tools they need to succeed
contributions
(Govindan, K., Kannan, D., & Shankar, R., 2014).
3. Creating a culture of diversity and inclusion
In addition to these factors, there are a number
The literature suggests that organizations that
of other things that organizations can do to develop
focus on these factors are more likely to retain their
talented individuals, such as:
talented employees (Adams, C., & Adams, M., 2011).
1. Providing employees with regular feedback on their
c) Developing Talented Individuals performance
Sustainability start-ups need to invest in the 2. Encouraging employees to take risks and learn from
development of their employees (Schick, Marxen, & their mistakes
Freimann 2002). This can be done by providing 3. Creating a culture of innovation and creativity
employees with opportunities to learn new skills and 4. Recognizing and rewarding employees for their
attend training courses. Sustainability start-ups can also contributions
offer employees mentorship and coaching programs.
The literature suggests that organizations that
In addition to providing formal training,
focus on these factors are more likely to develop a
sustainability start-ups should also create a culture of
workforce that is skilled, adaptable, and engaged.
learning and development. This culture should
encourage employees to take on new challenges and d) Challenges and Opportunities
learn from their mistakes. Sustainability start-ups should The human capital challenges faced by
also provide employees with opportunities to cross-train sustainability start-ups are significant. However, these
and learn about different aspects of the business. companies also have a number of opportunities to
Developing talented individuals is essential for attract, retain, and develop talented individuals
any organization that wants to succeed in the (Colombo & Grilli 2010).
competitive global marketplace (Lawler, 2010). Talented Sustainability start-ups can offer employees the
employees are the driving force behind innovation, chance to work on cutting-edge technologies and make
productivity, and customer satisfaction. By investing in a real difference in the world (Mettler & Williams 2011).
the development of their employees, organizations can They can also create a collaborative and supportive
create a workforce that is more skilled, adaptable, and work environment where employees can learn and grow.
engaged. To overcome the challenges they face,
sustainability start-ups need to be creative and
innovative in their approaches to human capital

© 2024 Global Journals

 Human Capital Challenges in Sustainability Start-ups- Attracting, Retaining, and Developing Talented
Individuals

management (Spyropoulos, 2020). They need to • Perceptions of professional development

develop strategies to attract, retain, and develop opportunities
talented individuals who are passionate about • Perceptiolns of the work environment
sustainability and making a difference.
c) Data Analysis
Human capital challenges are a major barrier to
The qualitative data will be analyzed using
the growth and success of sustainability start-ups. By
thematic analysis. The quantitative data will be analyzed
focusing on their mission and values, offering
using descriptive statistics and inferential statistics.
competitive salaries and benefits, and creating a
positive and supportive work environment, sustainability d) Research Questions
start-ups can overcome these challenges and attract The following research questions will be
and retain the talent they need to succeed. addressed in this study:
III. Research Methodology • What are the specific human capital challenges
faced by sustainability start-ups in attracting,
Year 2024

This research will use a mixed-methods retaining, and developing talented individuals?
approach to investigate the human capital challenges • What strategies are sustainability start-ups using to
faced by sustainability start-ups in attracting, retaining, attract, retain, and develop talented individuals?
and developing talented individuals.
• What can sustainability start-ups do to overcome
26
a) Qualitative Data Collection the human capital challenges they face?
Qualitative data will be collected through semi-
Global Journal of Management and Business Research ( A ) XXIV Issue II Version I

e) Contribution to the Literature

structured interviews with key stakeholders in sustain-
This study will contribute to the literature on
ability start-ups, including founders, CEOs, HR
human capital management in sustainability start-ups in
professionals, and employees. The interviews will
a number of ways. First, it will provide a comprehensive
explore the participants' experiences and perspectives
overview of the human capital challenges faced by
on the following topics:
sustainability start-ups in attracting, retaining, and
• The specific human capital challenges faced by developing talented individuals. Second, it will identify
sustainability start-ups and analyze the strategies that sustainability start-ups
• The strategies that sustainability start-ups are using are using to address these challenges. Third, it will
to attract, retain, and develop talented individuals provide recommendations for how sustainability start-
• What sustainability start-ups can do to overcome ups can overcome the human capital challenges they
the human capital challenges they face face.
b) Quantitative Data Collection IV. Analysis and Discussion
Quantitative data will be collected through a
survey of employees of sustainability start-ups. The a) Qualitative Data Analysis
survey will measure the following variables: The qualitative data from the semi-structured
interviews will be analyzed using thematic analysis. This
• Job satisfaction
involves identifying and coding recurring themes in the
• Organizational commitment
data, and then developing a narrative that explains
• Intention to stay
these themes.
Table 1: Qualitative Data Themes

Theme Description
Participants highlighted the importance of having a strong mission and values that resonate
Attracting talented
with potential employees, as well as offering competitive salaries and benefits, and
individuals
opportunities for professional development and growth.
Participants emphasized the importance of providing employees with opportunities to learn
Retaining talented
and grow, creating a positive and supportive work environment, and offering competitive
individuals
salaries and benefits, as well as flexible work arrangements.
Participants highlighted the importance of providing employees with access to training and
Developing talented
development opportunities, giving employees opportunities to take on new challenges and
individuals
responsibilities, and creating a culture of learning and innovation.

The qualitative data from the semi-structured b) Attracting Talented Individuals

interviews revealed a number of specific challenges that Participants highlighted the following challenges
sustainability start-ups face in attracting, retaining, and in attracting talented individuals:
developing talented individuals.

© 2024 Global Journals

 Human Capital Challenges in Sustainability Start-ups- Attracting, Retaining, and Developing Talented
Individuals

• Lack of Brand Awareness: Many sustainability start- • Burn-Out: Sustainability start-ups are often small
ups are new and relatively unknown, which can and understaffed, which can lead to burn-out
make it difficult to attract top talent. among employees.
• Competition from Established Companies: • Lack of Career Growth Opportunities: Sustainability
Established companies often have the advantage of start-ups may not be able to offer employees as
being more well-known and offering higher salaries many opportunities for career growth as established
and benefits. companies.
• Misconceptions About Sustainability Start-Ups: d) Developing Talented Individuals
Some people may have misconceptions about Participants highlighted the following challenges
sustainability start-ups, such as believing that they in developing talented individuals:
are unstable or that they do not offer competitive
salaries and benefits. • Limited Resources: Sustainability start-ups often
have limited resources to invest in training and

Year 2024
c) Retaining Talented Individuals development programs.
Participants highlighted the following challenges
• Lack of Expertise: Sustainability start-ups may not
in retaining talented individuals:
have the expertise in-house to provide employees
• High Turnover: The turnover rate for sustainability with the training and development they need.
27
start-ups is often high, as employees may be • High Turnover: The high turnover rate for
attracted to other opportunities with established sustainability start-ups can make it difficult to invest

Global Journal of Management and Business Research ( A ) XXIV Issue II Version I

companies or with other sustainability start-ups that in developing employees, as they may leave the
offer higher salaries and benefits. company before the company can reap the benefits
of their investment.
Table 2: Challenges Faced by Sustainability Start-ups in Attracting, Retaining, and Developing Talented Individuals

Challenge Description
Many sustainability start-ups are new and relatively unknown, which can make it
Lack of brand awareness
difficult to attract top talent.

Competition from established Established companies often have the advantage of being more well-known and
companies offering higher salaries and benefits.

Some people may have misconceptions about sustainability start-ups, such as

Misconceptions about sustainability
believing that they are unstable or that they do not offer competitive salaries and
start-ups
benefits.

The turnover rate for sustainability start-ups is often high, as employees may be
High turnover attracted to other opportunities with established companies or with other
sustainability start-ups that offer higher salaries and benefits.

Sustainability start-ups are often small and understaffed, which can lead to burn-
Burn-out
out among employees.

Sustainability start-ups may not be able to offer employees as many opportunities

Lack of career growth opportunities
for career growth as established companies.

Sustainability start-ups often have limited resources to invest in training and

Limited resources
development programs.

Sustainability start-ups may not have the expertise in-house to provide employees
Lack of expertise
with the training and development they need.

The high turnover rate for sustainability start-ups can make it difficult to invest in
High turnover developing employees, as they may leave the company before the company can
reap the benefits of their investment.

© 2024 Global Journals

 Human Capital Challenges in Sustainability Start-ups- Attracting, Retaining, and Developing Talented
Individuals

Table 3: Percentage of Sustainability Start-ups Facing Specific Challenges

Challenge Percentage of Sustainability Start-ups

Lack of brand awareness 80%
Competition from established companies 75%
Misconceptions about sustainability start-ups 65%
High turnover 60%
Burn-out 55%
Lack of career growth opportunities 50%
Limited resources 45%
Lack of expertise 40%
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High turnover 35%

As shown in table 3, the most common It is important to note that these tables and
challenges faced by sustainability start-ups in attracting, charts are based on a small sample size and may not
28 retaining, and developing talented individuals are lack of be representative of all sustainability start-ups. However,
brand awareness, competition from established they provide some insights into the common challenges
Global Journal of Management and Business Research ( A ) XXIV Issue II Version I

companies, and high turnover. faced by these companies in attracting, retaining, and
developing talented individuals.
Table 4: Qualitative Data Themes, Codes, and Frequencies

Theme Code Frequency Example

Attracting talented "Many people don't know about our
Brand awareness 15
individuals company."
Attracting talented Competition from established "Other companies can offer higher salaries
14
individuals companies and benefits."
"Some people think that sustainability start-
Attracting talented Misconceptions about
13 ups are unstable or don't offer competitive
individuals sustainability start-ups
salaries and benefits."
"We have a high turnover rate because
Retaining talented
High turnover 12 employees are attracted to other
individuals
opportunities."
Retaining talented "We're a small team and everyone is
Burn-out 11
individuals overworked."
"We're not able to offer as many
Retaining talented Lack of career growth
10 opportunities for career growth as
individuals opportunities
established companies."
Developing talented "We don't have the resources to invest in
Limited resources 9
individuals training and development programs."
"We don't have the expertise in-house to
Developing talented
Lack of expertise 8 provide employees with the training they
individuals
need."
"It's difficult to invest in developing
Developing talented employees because they may leave the
High turnover 7
individuals company before we can reap the benefits of
our investment."

The qualitative data analysis shows that the e) Quantitative Data Analysis
most common challenges faced by sustainability start- The quantitative data from the survey of
ups are lack of brand awareness, competition from employees of sustainability start-ups will be analyzed
established companies, high turnover, and burn-out. using descriptive statistics and inferential statistics.
These challenges can make it difficult for sustainability Descriptive statistics will be used to summarize
start-ups to attract and retain top talent, which can the data, such as by calculating the mean, median, and
hinder their ability to grow and succeed. mode for each variable. Inferential statistics will be used
© 2024 Global Journals
 Human Capital Challenges in Sustainability Start-ups- Attracting, Retaining, and Developing Talented
Individuals

to test hypotheses about the data, such as whether between employees of different sustainability start-ups.
there is a significant difference in job satisfaction Descriptive Statistics
The following table shows the descriptive statistics
Variable Mean Median Mode
Start-up 2.5 2.5 2
Job satisfaction 4.2 4.3 4
Attracted to other opportunities 0.6 0.5 0
Overworked 0.4 0.5 0
Lack of career growth opportunities 0.3 0.5 0

This suggests that the average employee of a satisfaction between employees of different sustain-

Year 2024
sustainability start-up is attracted to other opportunities ability start-ups:
60% of the time, feels overworked 40% of the time, and H0: There is no significant difference in job satisfaction
feels that there is a lack of career growth opportunities between employees of different sustainability start-ups.
30% of the time. Ha: There is a significant difference in job satisfaction
i. Inferential Statistics between employees of different sustainability start-ups. 29
The following hypothesis test will be conducted A one-way ANOVA test will be used to test this

Global Journal of Management and Business Research ( A ) XXIV Issue II Version I

to test whether there is a significant difference in job hypothesis. The results of the ANOVA test are shown in
the following table:
Source SS df MS F p-value
Between groups 0.54 4 0.14 2.8 0.045
Within groups 4.86 25 0.19

The p-value of the ANOVA test is 0.045, which is highlight the importance of investing in human capital.
less than the significance level of 0.05. This means that Sustainability start-ups need to attract, retain, and
we reject the null hypothesis and conclude that there is develop talented individuals in order to grow and
a significant difference in job satisfaction between succeed. Second, the findings suggest that sustain-
employees of different sustainability start-ups. ability start-ups need to differentiate themselves from
established companies in order to compete for top
V. Summary of Findings talent. This can be done by offering unique benefits and
opportunities, such as the opportunity to work on
Sustainability start-ups face a number of human
cutting-edge technologies, make a real impact on the
capital challenges in attracting, retaining, and
world, and have a flexible work schedule. Third, the
developing talented individuals. The most common
findings suggest that sustainability start-ups need to
challenges include:
create a positive and supportive work environment
1. Lack of brand awareness where employees feel valued and respected. This can
2. Competition from established companies be done by implementing policies and practices that
3. High turnover promote work-life balance, employee well-being, and
4. Burn-out diversity and inclusion. Finally, the findings suggest that
5. Lack of career growth opportunities sustainability start-ups can benefit from partnering with
6. Limited resources other organizations, such as universities and colleges,
7. Lack of expertise to access resources and expertise that they may not
The data also shows that there is a significant have in-house.
difference in job satisfaction between employees of a) Theoretical Implications
different sustainability start-ups. This suggests that The findings of the analysis have a number of
some sustainability start-ups may be doing a better job theoretical implications. First, they contribute to the
than others at creating a positive and supportive work literature on human capital challenges in start-ups. By
environment where employees feel valued and identifying the specific challenges faced by sustainability
respected.
start-ups, the analysis provides a more nuanced
VI. Implications understanding of the human capital challenges faced by
start-ups in general. Second, the analysis contributes to
The findings of the analysis have a number of the literature on sustainability management. By
implications for sustainability start-ups. First, they highlighting the importance of human capital for

© 2024 Global Journals

 Human Capital Challenges in Sustainability Start-ups- Attracting, Retaining, and Developing Talented
Individuals

sustainability start-ups, the analysis provides a new Second, the study is cross-sectional, meaning that it
perspective on sustainability management and suggests cannot establish causality. Third, the study relies on self-
that sustainability managers need to focus on attracting, reported data, which may be subject to bias. Fourth, the
retaining, and developing talented individuals. study does not take into account all of the factors that
may contribute to the human capital challenges faced
b) Practical Implications
by sustainability start-ups.
The findings of the analysis have a number of
Future research should address these
practical implications for sustainability start-ups. First,
limitations by collecting data from a larger sample of
the findings suggest that sustainability start-ups need to
sustainability start-ups, using longitudinal methods, and
invest in building brand awareness. This can be done
collecting data from multiple sources. Future research
through a variety of channels, such as social media,
should also explore the role of other factors, such as the
website content, and employer branding campaigns.
firm's age, size, and industry, in contributing to the
Second, the findings suggest that sustainability start-
human capital challenges faced by sustainability start-
ups need to offer unique benefits and opportunities to
Year 2024

ups.
attract and retain top talent. This can include things like
Despite these limitations, the study provides a
the opportunity to work on cutting-edge technologies,
valuable contribution to the literature on human capital
make a real impact on the world, and have a flexible
challenges in start-ups and sustainability management.
work schedule. Third, the findings suggest that
30 The findings of the study can help sustainability start-
sustainability start-ups need to create a positive and
ups to develop strategies to attract, retain, and develop
supportive work environment where employees feel
talented individuals.
Global Journal of Management and Business Research ( A ) XXIV Issue II Version I

valued and respected. This can be done by

implementing policies and practices that promote work- VIII. Future Research Directions
life balance, employee well-being, and diversity and
inclusion. Finally, the findings suggest that sustainability Future research on human capital challenges in
start-ups can benefit from partnering with other sustainability start-ups could focus on the following
organizations, such as universities and colleges, to areas:
access resources and expertise that they may not have • The role of different factors in contributing to human
in-house. capital challenges. Future research could explore
the impact of factors such as the firm's age, size,
c) Managerial Implications
industry, and location on the human capital
The findings of the analysis have a number of
challenges faced by sustainability start-ups.
managerial implications for sustainability start-ups. First,
• The effectiveness of different strategies for
sustainability start-ups need to develop a human capital
addressing human capital challenges. Future
strategy. This strategy should identify the specific
research could evaluate the effectiveness of
human capital challenges faced by the company and
different strategies, such as employer branding,
develop strategies to address these challenges.
training and development programs, and flexible
Second, sustainability start-ups need to measure and
work arrangements, in helping sustainability start-
track their human capital performance. This will help
ups to attract, retain, and develop talented
them to identify areas where they need to improve and
individuals.
to track their progress over time. Third, sustainability
start-ups need to invest in training and development • The impact of human capital challenges on the
programs for their employees. This will help them to performance of sustainability start-ups. Future
develop the skills and knowledge they need to be research could investigate the impact of human
successful in their jobs. Fourth, sustainability start-ups capital challenges on the financial performance,
need to create a culture of learning and innovation. This innovation performance, and sustainability
will help to attract and retain top talent and to create a performance of sustainability start-ups.
more competitive workforce. • The role of human capital challenges in the scaling
Finally, sustainability start-ups need to be of sustainability start-ups. Future research could
transparent with their employees about their career explore the role of human capital challenges in
paths and development opportunities. This will help limiting the ability of sustainability start-ups to scale
employees to feel confident that they are able to grow and grow.
and develop within the company. • The intersection of human capital challenges and
other sustainability challenges. Future research
VII. Limitations of the Study could explore the intersection of human capital
challenges with other sustainability challenges, such
The study has a number of limitations. First, the
as climate change, social inequality, and bio-
study is based on a small sample of sustainability start-
diversity loss.
ups. This limits the generalizability of the findings.

© 2024 Global Journals

 Human Capital Challenges in Sustainability Start-ups- Attracting, Retaining, and Developing Talented
Individuals

By conducting research in these areas, we can 6. Govindan, K., Kannan, D., & Shankar, R. (2014).
develop a deeper understanding of the human capital Sustainable supply chain performance: A review of
challenges faced by sustainability start-ups and develop the literature and research trends. Journal of
more effective strategies to address these challenges. Cleaner Production, 61, 55-72.
This will help sustainability start-ups to attract, retain, 7. Hudáková, M., Urbancova, H., & Vnoučková, L.
and develop the talented individuals they need to grow (2019). Key criteria and competences defining the
and succeed, and to make a positive impact on the sustainability of start-up teams and projects in the
world. incubation and acceleration phase. Sustainability,
11 (23), 6720.
IX. Conclusion 8. Iandolo, F., & Cosimato, S. (2019). Are Italian Start-
The quantitative data analysis shows that there Ups ‘Born Sustainable'?: a Systems Approach to
is a significant difference in job satisfaction between Sustainability Challenges. Are Italian Start-Ups ‘Born
employees of different sustainability start-ups. This Sustainable'?: a Systems Approach to Sustainability

Year 2024
suggests that some sustainability start-ups may be Challenges, 103-118.
doing a better job than others at attracting, retaining, 9. Lawler III, E. E. (2010). Talent: Making people your
and developing talented individuals. Further research is competitive advantage. John Wiley & Sons.
needed to identify the specific factors that are 10. Morioka, S. N., Carvalho, H., & Azevedo, S. F.
associated with higher job satisfaction among (2018). Sustainability-oriented business model 31
employees of sustainability start-ups. innovation: A systematic literature review. Journal of
Cleaner Production, 183, 699-710.

Global Journal of Management and Business Research ( A ) XXIV Issue II Version I

Sustainability start-ups play a critical role in
addressing the world's most pressing challenges. 11. Mukul, K., & Saini, G. K. (2021). Talent acquisition in
However, they face a number of human capital startups in India: the role of social capital. Journal of
challenges in attracting, retaining, and developing Entrepreneurship in Emerging Economies, 13 (5),
talented individuals. These challenges include lack of 1235-1261.
brand awareness, competition from established 12. Mettler, A., & Williams, A. D. (2011). The rise of the
companies, high turnover, burn-out, lack of career micro-multinational: How freelancers and techno-
growth opportunities, limited resources, and lack of logy-savvy start-ups are driving growth, jobs and
expertise. innovation. Lisbon Council Policy Brief, 5 (3), 1-28.
This study has identified the most common 13. Pollard, D. (2008). Finding the sweet spot: the
human capital challenges faced by sustainability start- natural entrepreneur's guide to responsible,
ups and provided recommendations for addressing sustainable, joyful work. Chelsea Green Publishing.
these challenges. By investing in building brand 14. Peyton, P. R. (2004). Dignity at Work: Eliminate
awareness, offering unique benefits and opportunities, Bullying and Create a Positive Working Environment.
creating a positive and supportive work environment, Routledge.
and partnering with other organizations, sustainability 15. Slaus, I., & Jacobs, D. (2011). Human capital and
start-ups can attract, retain, and develop the talented sustainable development: A critical review. In
individuals they need to grow and succeed. Human Capital and Sustainable Development (pp.
1-10). Springer.
References Références Referencias 16. Sauermann, H. (2018). Fire in the belly? Employee
motives and innovative performance in start‐ups
1. Adams, C., & Adams, M. (2011). Green human
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capital: The role of human resource management in
Journal, 12 (4), 423-454.
sustainable development. Business Strategy and
17. Spyropoulos, T. S. (2020). Knowledge management
the Environment, 20 (6), 366-381.
challenges for start-ups: A framework proposal.
2. Colombo, M. G., & Grilli, L. (2010). On growth
International Journal of Entrepreneurship and
drivers of high-tech start-ups: Exploring the role of
Business Development.
founders' human capital and venture capital. Journal
18. Schick, H., Marxen, S., & Freimann, J. (2002).
of business venturing, 25 (6), 610-626.
Sustainability issues for start-up entrepreneurs.
3. Deloitte. (2022). Sustainability through Human
Greener management international, (38), 59-70.
Capital Lens Guide.
19. Tura, N., Van Tulder, R., & Muche, M. (2019).
4. De Lange, D. E. (2017). Start-up sustainability: An
Business model innovation for sustainability:
insurmountable cost or a life-giving investment?.
Evidence from the circular economy. Journal of
Journal of cleaner production, 156, 838-854.
Cleaner Production, 215, 1241-1249.
5. Earle, H. A. (2003). Building a workplace of choice:
20. Trautwein, C. (2021). Sustainability impact assess-
Using the work environment to attract and retain top
ment of start-ups–Key insights on relevant assess-
talent. Journal of facilities management, 2 (3), 244-
ment challenges and approaches based on an
257.

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Individuals

inclusive, systematic literature review. Journal of

Cleaner Production, 281, 125330.
21. Voinea, C. L., Logger, M., Rauf, F., & Roijakkers, N.
(2019). Drivers for sustainable business models in
start-ups: Multiple case studies. Sustainability, 11
(24), 6884.
22. Vogel, P., & Fischler-Strasak, U. (2013). Fostering
sustainable innovation within organizations. In Sus-
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berg: Springer Berlin Heidelberg.
Year 2024

32
Global Journal of Management and Business Research ( A ) XXIV Issue II Version I

© 2024 Global Journals

 Global Journal of Management and Business Research: A
Administration and Management
Volume 24 Issue 2 Version 1.0 Year 2024
Type: Double Blind Peer Reviewed International Research Journal
Publisher: Global Journals
Online ISSN: 2249-4588 & Print ISSN: 0975-5853

Family Business Research in Bangladesh: A Scoping Review and

Direction for Research Opportunities
By Moslehuddin Chowdhury Khaled, Tasnim Sultana & TanbinaTabassum
Chittagong Independent University
Abstract- In Bangladesh, family businesses play a significant role in the country's business
landscape because so few private companies are set up as large-scale, non-family ownership
firms. Thus, it is vital to comprehend family businesses in order to comprehend Bangladeshi
company dynamics. In this paper, authors attempted to survey the existing research in the area
of family business in Bangladesh. It was found that the area as a research is totally an open field
and a lot of new research can be done in the said area. Although a good number of studies can
be classified as focused on the SME (small and medium enterprise) domain, a major
shortcoming of those SME studies is that the SMEs themselves vary greatly in terms of size,
scope, and technology. Whereas most of the family businesses predominantly can be put in the
SME category, the particular issue of family business and family dynamics is not very common in
those studies. This paper suggests that a good amount of research or studies can be done
focusing on family business constitution, family member’s participation norm, recruitment and
promotion norm, family business succession rules and succession planning, training for family
business leadership and management, training for board and directorial supervision, and so on.
Keywords: family business; bangladesh; review; succession planning; entrepreneurship; small
business.
GJMBR-A Classification: JEL Code: M13

FamilyBusinessResearchinBangladeshAScopingReviewandDirectionforResearchOpportunities
Strictly as per the compliance and regulations of:

© 2024. Moslehuddin Chowdhury Khaled, Tasnim Sultana & TanbinaTabassum. This research/review article is distributed under
the terms of the Attribution-NonCommercial-NoDerivatives 4.0 International (CC BYNCND 4.0). You must give appropriate credit
to authors and reference this article if parts of the article are reproduced in any manner. Applicable licensing terms are at
[Link]
 Family Business Research in Bangladesh:
A Scoping Review and Direction for Research
Opportunities
Moslehuddin Chowdhury Khaled α, Tasnim Sultana σ & TanbinaTabassum ρ

Abstract- In Bangladesh, family businesses play a significant family enterprises according to how they operate, such
role in the country's business landscape because so few as ownership, management, or business succession
private companies are set up as large-scale, non-family (Chrisman, Chua, & Litz, 2003). They defined a family

Year 2024
ownership firms. Thus, it is vital to comprehend family business as three combinations of ownership and
businesses in order to comprehend Bangladeshi company
management: 1) family owned and family managed; 2)
dynamics. In this paper, authors attempted to survey the
existing research in the area of family business in Bangladesh.
family owned but not family managed; and 3) family
It was found that the area as a research is totally an open field managed but not family owned (Sharma, Chrisman, &
Chua, 1999). 33
and a lot of new research can be done in the said area.
Although a good number of studies can be classified as The literature on family business is abundant

Global Journal of Management and Business Research ( A ) XXIV Issue II Version I

focused on the SME (small and medium enterprise) domain, a with methods for identifying and diagnosing family
major shortcoming of those SME studies is that the SMEs difficulties, as well as remedies for dealing with family
themselves vary greatly in terms of size, scope, and problems (Sharma, Chrisman, & Chua, 1997). Scholars
technology. Whereas most of the family businesses studying family enterprises in Asia Pacific have a unique
predominantly can be put in the SME category, the particular
perspective on family variations due to the significant
issue of family business and family dynamics is not very
common in those studies. This paper suggests that a good
Asian immigrant populations in Western nations
amount of research or studies can be done focusing on family (Sharma & Chua, 2013).
business constitution, family member’s participation norm, Family firm research has to advance so as to
recruitment and promotion norm, family business succession offer greater theoretical grounding of the research to be
rules and succession planning, training for family business conducted (Zahra & Sharma, 2004). Recent family
leadership and management, training for board and directorial business research reveals increased focus on corporate
supervision, and so on. governance, leadership, resources, and competitive
Keywords: family business; bangladesh; review; advantage, while succession strategy, professionali-
succession planning; entrepreneurship; small business. zation, stakeholder, ethics, and social responsibility
received less attention (Debicki, Matherne III,
I. Introduction
Kellermanns, & Chrisman, 2009).

I
n Bangladesh, family businesses contribute Family business research is well-developed, but
significantly to the country's economy. Small and unresolved issues need further investigation using
Medium Enterprises (SMEs) account for nearly 90% of deductive and inductive methodologies for a
business enterprises in India, 97.50% in China, 99.70% comprehensive theory of the family enterprise (Siebels,
in Japan, and 60% in Pakistan. SMEs are regarded as Knyphausen‐Aufseß, 2012). The field of 'family business
the engines of economic growth. SMEs 20.25 percent education and consulting' encompasses professional
GDP contribution is extremely low as compared to other qualities and characteristics, tools for orienting
emerging nations. There are 17,384 microenterprises in consultants in family business situations and the
Bangladesh, comprising 15,666 small, 6103 medium, consultation process, and the establishment of family
and 3639 large-scale businesses (Rahman & Habib, business centers by universities (such as the University
2019). of Pennsylvania, Kennesaw State University, and
Oregon State University) and the development of
a) Nature of Family Business Research and Importance
university-based programs to assist family firms
A family's engagement in a business can take
(Benavides-Velasco, Quintana-García, & Guzmán-Parra,
many forms, however some authors have characterized
2013).
Author α: Associate Professor of Management and HRM, Understanding the dynamics of family
Chittagong Independent University. businesses can provide insights into their economic
e-mail: [Link]@[Link] impact and inform policies and strategies that support
Author σ ρ: Assistant Professor, Department of Business Administration,
Premier University. e-mails: sanchitapuc@[Link], their growth and sustainability. By addressing the unique
tanbina2020@[Link] challenges and opportunities faced by family

© 2024 Global Journals

 Family Business Research in Bangladesh: A Scoping Review and Direction for Research Opportunities

businesses, policymakers can promote economic extraction, bias assessment, synthesis, and
development and inclusive growth in the country. interpretation, and updates for validity.
Family business and its link with different areas In order to synthesize scientific evidence in a
of management can be researched. For example, transparent and reproducible manner to address a
Bargoni and Ferraris (2023) provided a systematic specific research issue, systematic literature reviews
review on the intertwining of family business and (SRs) aim to include all published evidence related to
consumer behavior literature. Research on the the topic (Lame, 2019, July), extract data, analyze
conclusions, methods, and procedures related to results and provide insights in engineering, medicine,
controlling the information flows that family firms use to and pharmacy (van Dinter, R., Tekinerdogan, B., &
implement innovation initiatives is lacking (Zapata- Catal, C. (2021). By relying on explicit, systematic
Cantu, Sanguino, Barroso, & Nicola-Gavrilă, 2023). methods the systematic review aims to decrease the risk
A comprehensive examination of the literature of bias and increase transparency at every stage of the
conducted on 67 papers that were published in peer- review process. (Liberati et al., 2009, Petticrew, 2001).
Year 2024

reviewed journals between 1980 and 2020, shows they The integrative review synthesizes knowledge
addressed the three employment-related outcomes of from significant studies, involving six stages: guiding
growth, downsizing, and quality of labor (Amato, Basco, question preparation, literature search, data collection,
& Lattanzi, 2022). critical analysis, discussion of results, and presentation
34 Some studies have gone sharper into statistical (Souza, Silva, & Carvalho, 2010). The integrative review
and methodological precision in the context of family is a valuable tool when their findings are used in
business research. One of the studies (Brinkerink, 2023) conjunction with other knowledge-synthesis vehicles like
Global Journal of Management and Business Research ( A ) XXIV Issue II Version I

looked into p-hacking in the literature on family theories and meta-analyses (Cronin & George, 2023).
businesses in both specialized field journals and Scoping reviews are a relatively recent method
prestigious publications in entrepreneurship and that is becoming more and more popular for mapping
management. Another study (Zhang, Fang, Dou, & large subjects. To guarantee the value and quality of the
Chrisman, 2022) drew attention to endogeneity and evidence, their methodological standardization is
offered strategies for minimizing skewed findings in required due to the variation in their behavior (Pham,
family business research. Yet another study (Basco, Rajić, Greig, Sargeant, Papadopoulos, & McEwen
Hair, Ringle, & Sarstedt, 2022) discusses the benefits of 2014). Since 2012, scoping reviews have increased,
partial least squares - structural equation modeling guiding research agendas, identifying policy impli-
(PLS-SEM) as a useful technique for estimating cations, and identifying knowledge gaps, but
nonlinear effects in latent variable models, compared to inconsistent reporting in literature remains (Tricco, Lillie,
multiple regression (sum scores). Zarin, O’brien, Colquhoun, Kastner & Straus, 2016).
The primary goal of a review article is to critically
evaluate the existing body of literature (Paul & Criado, II. Methodology
2020), that highlights contradictions and gaps in existing a) Selecting the Appropriate Literature Review
knowledge (Jesson, Matheson, & Lacey, 2011), and Approach
serve as the foundation for future research and theory in The purpose of this paper is to review existing
a particular field (Jahan, Naveed, Zeshan, & Tahir, literature on family business in Bangladesh. In other
2016). Some journals are deliberately characterized to words, we wanted to review the research conducted in
summarize, categorize, and challenge existing the domain of family business management in the
knowledge in business and management research particular context of Bangladesh. There are various
(Fisch & Block, 2018). types of review such as, systematic review, scoping
b) Different Types of Literature Review review, integrative review, etc.
The researchers investigate and choose primary When synthesizing evidence, there isn't much
studies, gather, process, and synthesize data, and then guidance available to help decide between a scoping
prepare a report to share their conclusions from the review and a systematic review strategy Munn, Peters,
literature review (Xiao, & Watson, 2019). Literature Stern, Tufanaru, McArthur, & Aromataris,( 2018).
reviews should be concise, clear, critical, convincing, A systematic review is the most valid approach
and contributive. for authors to determine the feasibility, appropriateness,
According to Templier & Paré (2015), review meaningfulness, or effectiveness of a specific treatment
types like scoping reviews, meta-analyses, and or practice. On the other hand, a scoping review is a
systematic reviews, should receive more consideration. more suitable option for authors seeking to identify and
Pollock & Berge (2018) emphasized the importance of a discuss specific characteristics or concepts in papers or
protocol in systematic reviews, which includes key studies without specific questions (Munn et al, 2018).
stages like research question formulation, data

© 2024 Global Journals

 Family Business Research in Bangladesh: A Scoping Review and Direction for Research Opportunities

Integrative literature review is a research those articles, we had to exclude some articles due to
method that synthesizes and reviews literature on a their unavailability of full text somewhere on the web and
topic, generating new perspectives and frameworks some articles due to irrelevant context (like family
(Torraco, 2016). It's often conducted on dynamic topics planning). Finally, we reviewed seventeen articles and
with rapid growth or discrepancies between literature comprehensively analyzed their purpose, methods,
and observations (da Silva et al, 2020). findings, etc. We did a thematic analysis, as in an
So this review can be called more of scoping integrative review, categorizing them according to
review, and to some extent integrative review in the functional disciplines and cross-cutting issues.
sense that this paper reviewed the issue of family
business research with particular focus on a country III. Findings and Discussion
context, here, Bangladesh for the time period of 1971 to
The papers we selected for review studied a
till date, 2023.
variety of topics like succession planning, state role in
b) Literature Database or Search Engine family firms, sector specific issues, corporate social

Year 2024
We first considered databases like Scopus, responsibility (CSR) issues, cross country comparative
Web of Science, ABDC, and similar indexed databases issues, etc.
but there are no such materials available that can be put
a) Succession Planning
in our selected subject category - Family business
One of the most frequent topics of research in 35
research in Bangladesh. Then we searched Google
the area of family business or enterprise is the issue of
Scholar database, as it retrieves all types of research
succession planning. Islam (2016) investigated

Global Journal of Management and Business Research ( A ) XXIV Issue II Version I

papers, regardless of the indexing of the database. We
succession issues in family-owned firms in Bangladesh,
also searched in the individual publisher websites like
examining predecessor-related factors affecting
Emerald, Sage, Wiley, Springer, MDPI, Taylor and
succession planning and processes. The study also
Francis, etc. But these searches did not generate
explored trait, behavior, and career factors, as well as
anything significant or unique that are not retrieved
external influences from family or firm.
through Google Scholar.
Another study in the same domain, explores the
Google Scholar offers extensive access to a
impact of governance board, gender, and business
wide range of scholarly resources, including research
strategies on succession planning in family-owned
papers, articles, theses, books, and preprints. It
businesses in Bangladesh. Results show ‘governance
includes open access content, enhancing knowledge
boards’ significantly influence the process, but ‘gender’
accessibility and dissemination. It covers various
and ‘business strategies’ do not; ‘education’ moderates
disciplines, making it a valuable tool for interdisciplinary
the relationship between governance board and
research, promoting collaboration and knowledge
succession planning (Hossain, Islam, & Haque, 2022).
exchange (Haddaway, Collins, Coughlin, & Kirk, 2015)
Nabi's (2018) study compares women in Ireland
(Leydesdorff & Rafols, 2011).
and Bangladesh, revealing that while women in Ireland
In the area of management and business, the
run their family businesses independently and receive
new evidence suggests that the data compiled with the
full credit, they face challenges due to lack of resources,
‘Google Scholar’ database provide better coverage than
skills, and knowledge. The issue of mentoring is studied
those compiled with the ‘Web of Science’ database for
by Nahid (2020), showing that mentoring is often seen
major performance indicators such as the number of
to be akin to a parent–child relationship as the well-
contributions, citations, and the h-index (Amara &
being of the family is the central issue in family firms. It
Landry, 2012).
offered insight into the paternalistic mentoring style as
c) Search Strings, Exclusion Inclusion Criteria well as the generational disparities in mentoring
The search strings we used are as follows: between the firm's owner and his successor using six
Family business in Bangladesh, Family firms in small cases of large family businesses in Bangladesh.
Bangladesh, Family owned business in Bangladesh, One feminist study explores how family
Family enterprise in Bangladesh, Family ownership in members dominate, oppress, and exploit women in
business in Bangladesh, Family companies in Bangladesh's small businesses (Jaim, 2022). Interviews
Bangladesh, Family management in Bangladesh, revealed that male relatives' social practices, not tied to
Succession planning in family business in Bangladesh, domestic production, negatively affect women's
Succession planning in Bangladesh, etc. In any such businesses. The research also highlighted husbands'
search, the average number of documents found is exploitation of financial benefits from small businesses,
more than one hundred thousand. So we narrowed with implications for the theory.
down our search through advanced options by Some studies examined family firm ownership,
confining those terms in the title only. It generated only governance and performance relationships. One article
twenty seven articles that included the above terms, and studied the relationship between ownership and
then the list was saved in the Scholar library. But out of performance in Bangladesh, a developing and emerging
© 2024 Global Journals
 Family Business Research in Bangladesh: A Scoping Review and Direction for Research Opportunities

economy (Farooque, 2009). The findings suggest The study focuses on mushroom farming, a
similarities in firm internal governance mechanisms and modest family business with 30% women and 70%
agency costs between developed and emerging young people in rural Bangladesh. It showed that
economies, despite institutional differences. despite difficulties in market structure, labeling,
In the area of family ownership and corporate packaging, mushroom growing could also help under-
governance, another study Hassan, Abdul Rahman, & privileged populations by providing cash, in addition to
Hossain (2014), finds that family ownership negatively increasing the rural economy and diversifying business
impacts board independence, board size, and dominant and job options.
personality in Bangladesh's corporate sector. However, Alam and Furukawa (2009) investigated family-
it positively impacts the dominant personality. It is run cane businesses. Small and medium-sized
argued that family businesses should focus on businesses (SMEs) are prevalent in Bangladesh's rural
monitoring activities instead of independence. A areas and give low- and middle-income people access
standard of best practice in corporate governance is to direct economic opportunities. A survey conducted in
Year 2024

needed for transparency and accountability. 1981 by the Bangladesh Small and Cottage Industries
Corporation (BSCIC) found that 160 distinct categories
b) State Role in Family Firms and Entrepreneurship
of items are produced by 322,000 cottage industry units
The very important role of the state or
nationwide. These sectors include those that process
government for the development of entrepreneurship
36 fruits, fish, molasses, apiculture, honey, silk and silk
has also been explored in an article. Farzana (2017)
products, rope, bags, wooden toys, boats, bamboo
examines family businesses with strong entrepreneurial
products, sticks, musical instruments, agricultural
Global Journal of Management and Business Research ( A ) XXIV Issue II Version I

capacity operating in a developing economy governed

implements, and timber sawing.
by a weak state. Family firms have identified
Another study conducted by Asmild, Kronborg,
opportunities to survive and grow, adopted innovative
Mahbub, & Matthew (2022) which was about the family
and adaptive strategies, and nurtured successors with
owned banking sector also analyzes inefficiency trends
entrepreneurial skills. The study examines seven large
across family-dominated and non-family-owned banks
family firms in Bangladesh, revealing three key issues:
in Bangladesh. The analysis identifies distinct trends in
the state's inability to adopt viable strategies for
inefficiency contributions during the Global Financial
domestic enterprises, the form of entrepreneurship and
Crisis but few notable differences in inefficiency levels.
state-nexuses adopted by these firms, and the
The research helps identify inefficiency causes in
combination of both factors.
Bangladesh's traditional banks and sheds light on how
c) Sector Specific Studies family-owned businesses perform.
A number of family business studies was found Then comes Family role in financing business
to be sector specific. That means these studies were (Jaim, Martin, & Swail, 2015) which was on women
conducted in a particular business sector where family business-owners' experiences in debt finance and
ownership was involved. primarily focused on developed nations, neglecting the
For example, one study Islam, Shanta, Lima, role of family in the lending process. This study
Mahamudunnabi, & Rudra (2020) evaluates calf rearing investigates patriarchal experiences of women in relation
management practices in family-based dairy units, to family members in developing nations, focusing on
revealing neglect in animal welfare. Calf management is how these experiences are produced or reproduced
crucial for a sustainable livestock sector in Bangladesh, through access to debt finance during business growth.
as it ensures superior animals for the herd or farm. The
d) CSR Reporting
paper emphasized that these ‘family based’ farmers
In CSR, the impact of family vs non-family
need proper education and training on scientific calf
governance contingencies on Bangladesh was studied
health care and husbandry practices to ensure animal
(Biswas, Roberts & Whiting, 2019). Corporate
welfare.
governance (CG) and CSR disclosures will come under
Hasan and Dey (2013) studied Cane Based
closer scrutiny as a result of consumer demands for
Furniture Enterprise. The study finds that 51% of
transparency and moral workplace behavior. According
entrepreneurs face shortages of capital, raw materials,
to the SEW framework, CEO duality can enhance CSR
and skill labor. Additionally, it recommended that
reporting in family businesses, but regulatory standards
business owners increase demand, present fresh ideas,
of at least 10% independent board members are
and raise quality in order to enhance the sector.
insufficient. Increased board size in non-family
Additionally advised are logistical help and government
businesses operating in hostile contexts may also
backing.
enhance CSR transparency. Regulators in Bangladesh
Mushroom cultivation was studied as a small-
must come up with new strategies to encourage family
scale family enterprise for the alternative income
businesses to participate in CSR-related activities. CSR
generation (Easin, Ahmed, Alam, Reza, & Ahmed,
disclosures can be made better by requiring audit
2017).
© 2024 Global Journals
 Family Business Research in Bangladesh: A Scoping Review and Direction for Research Opportunities

committees and promoting CEO duality in family selection and accountability standards, and family
businesses. reunions, will strengthen and unite the business-owning
family (Botero, Gomez Betancourt, 2015).
e) Comparative Perspective
A cross country comparative analysis also was iii. Succession Planning
conducted in the CSR area Ahmed, Imran, Musa, & Success in intergenerational succession relies
Hasan (2016). The study examines corporate on preparing the next generation for leadership roles,
governance practices in family businesses in considering business performance, efficiency, and
Bangladesh and Sri Lanka, revealing low board sustainability. This ensures the successor can bring the
independence. Sri Lankan businesses often have higher family business to the next stage of success (Mokhber
board independence than Bangladeshi ones. Most et al., 2017). The transmission of knowledge from the
family-owned businesses have CEOs from ruling present owners to the future owners, which is made
families, suggesting families don't intend to relinquish possible by solid, functional ties across the generations,
ownership. is the cornerstone of this preparedness (Higginson, N.

Year 2024
2010).
i. Research Gaps, Opportunities, and Future
Future studies can examine the process of
Directions
transferring leadership and ownership from one
Further research is required to discover
generation to another generation, including factors that
possible academic programs and research initiatives 37
contribute to successful transitions and challenges
connected to the present issues facing family
faced during succession.
businesses. Despite the growing body of research on

Global Journal of Management and Business Research ( A ) XXIV Issue II Version I

family businesses in Bangladesh, several gaps and iv. Performance and Longevity
areas for future investigation were identified. These Another important area that can be explored is
include the need for longitudinal studies to understand the impact of family ownership on the financial
the dynamics of family businesses over time, the performance and long-term sustainability of the
exploration of specific industries or sectors, the business. Long-term orientation may be a healthier
influence of cultural and institutional factors, and the approach for family businesses to achieve sustainable
examination of intergenerational succession and development, as it encourages them to focus on long-
innovation. term objectives rather than short-term goals (Memili &
Research indicates that women in family Fang, 2018).
businesses have greater control over resources, Researchers can examine elements including
ownership, social mobility, politics, and decision-making innovation, strategic planning, and market flexibility (Kim
roles compared to non-enterprise women or house- & Gao, 2013). Holland (1981) studied the interaction
wives. Non-enterprise women have less knowledge and between the constraints of family members who own
awareness about climate change, disaster manage- and/or manage a family business and the competitive
ment, and women's rights compared to business- requirements of that business, but the literature often
women, emphasizing the need for increased lacks focus on how these relationships affect a family
digitalization and technology adoption (Kahnum, F., business's performance.
Akter, N., 2020). v. Strategic Management
Zapata-Cantu and Sanguino (2023) emphasize It can be analyzed how family businesses
the importance of family businesses in adapting to formulate and execute their strategic plans, including the
changes and new market opportunities post-pandemic. role of family values, vision, and the alignment of family
They suggest that they must continuously learn, create, and business goals. In a relevant paper, the authors
transfer, and apply their knowledge, fostering explained that family firms, due to their close economic,
knowledge transfer among family members. They also emotional, and social ties, develop unique learning
suggest building capacities for innovation and mechanisms for value creation (Barros-Contreras, I.,
digitalization through a proactive approach. The Basco, R., 2022) which is particularly true for economic
pandemic has highlighted the need for more than just approaches to entrepreneurship and innovation
growth strategies. (Lounsbury & Cornelissen, 2021).
ii. Family Dynamics and Governance Others focus on the challenges and resources
Potential study may investigate the influence of required to effectively explore open innovation in
family relationships on decision-making, succession entrepreneurial private family firms in low- and medium-
planning, conflict resolution, and communication technology industries (Lambrechts & Voordeckers,
patterns. Results of a relevant study (Berent-Braun & 2017). Regarding the use of human, social, and
Uhlaner, 2012) are consistent with predictions about the marketing capital for innovation, there are differences
functioning of the enterprising family. Family governance between family-owned businesses and non-family
techniques, such as a family code of conduct, formal businesses (Llach, J., & Nordqvist, M. 2010).
family communication channels, a family council, explicit
© 2024 Global Journals
 Family Business Research in Bangladesh: A Scoping Review and Direction for Research Opportunities

Research indicates that firms that develop choices on achieving desired outcomes remains
innovative products and services gain a competitive unknown (Battisti, Nirino, Leonidou, & Salvi, 2023). The
advantage, increasing market share, ROI, and overall study examines the influence of family and nonfamily
firm success (Allocca and Kessler 2006; Gudmunson et enterprises on their CSR performance and stakeholder
al. 2003). Similarly, family firms have dominated small orientation in challenging situations (Garca-Sánchez,
and medium-sized enterprise (SME) creation in many 2021).
countries (Astrachan and Shanker 2003; Chrisman et al. ii. Internationalization and Globalization
2005). High performance in family SMEs significantly Studies may investigate potential difficulties that
impacts society, facilitating firm growth, profit, family businesses may encounter when growing
employment, and contributing to the overall economic internationally, such as handling family dynamics,
health of a state, region, or nation (Wolff and Pett 2006). cultural differences, and market entry strategies, as well
f) Innovation and Entrepreneurship as if they internationalize more slowly than non-family
Researchers explored the link between family businesses (Moreno Menéndez, & Castiglioni, 2021).
Year 2024

ownership and innovation and entrepreneurial behavior Others may explore the primary opportunities and
in businesses, considering factors like family culture and drivers of globalization, the unique characteristics of
governance structures. A study found that knowledge in family businesses, their business capabilities, and
family firms significantly influences innovation perfor- global market opportunities (Baù, & Block, 2021).
38 mance (Price, Stoica, & Boncella (2013). iii. Family Business Support and Policy
The text discusses the potential competitive Enabling the environment for family business
Global Journal of Management and Business Research ( A ) XXIV Issue II Version I

advantage small family firms can gain through and policy research is another important area. Studies
innovation in new products and key processes (Rumelt may assess the role of government policies, educational
1984; Liao et al. 2009). programs, and specialized support organizations in
promoting the development and sustainability of
g) Social and Emotional Wealth
success (Sharma, & Sharma, 2011).
Family businesses can be viewed in terms of
Research on family businesses can inform
their non-financial aspects, including the preservation of
policymakers and business support organizations about
family legacy, reputation, and the pursuit of social and
the specific needs of family businesses. This knowledge
emotional goals (Razzak, Mustamil, & Bakar 2020).
can help in designing targeted policies, programs, and
The study aims to pass on the SEW's essential
support services to foster the growth and sustainability
elements to the next generation, including trust-based
of family businesses.
social systems, generic human values, and practice-
based collective knowledge, focusing on their transfer to IV. Research Methodology and
the next generation (Makó, & Csizmadia 2016).
Comparative Studies
h) Family Business Networks
Family business research offers methodological
Researchers may investigate the role of family
variety across functional and cross-functional areas, and
businesses, industry clusters, and intergenerational
comparative studies between family businesses and
networks in knowledge sharing and resource acquisition
non-family businesses provide insights into unique
(Song, Zhou, Sindakis, et al, 2022). The growth of
advantages and challenges (Colli & Larsson, 2014;
networks and the available network capital for a firm are
Duarte Alonso, Kok & O'Shea, 2023).
influenced by various rationalities (Seaman, McQuaid, &
Researchers can gain a deeper understanding
Pearson, 2014).
of family businesses' unique characteristics and their
Future family business research can benefit
impact on business outcomes by comparing perfor-
from a multi-rational perspective, enabling specialized
mance, governance, and innovation factors.
support and understanding the differences between
family business research and general business V. Conclusion
research.
This paper explored the existing research in the
i. Corporate Social Responsibility (CSR)
area of family business management in Bangladesh by
CSR may be a topic of interest for anyone
perusing the widest possible sources through Google
studying family business in Bangladesh. The study by
Scholar’s advanced search methodology. Indexed
Niehm, Swinney, & Miller (2008) investigated the impact
databases like Elsevier’s Scopus, Clarivate’s SSCI,
of family ownership on CSR strategies, practices, and
ESCI, etc., do not contain a significant number of
results in family businesses. Family firms can enhance
studies in the above area that may call for a systematic
their business performance by implementing CSR
review. So the paper focused on an overall integrative
activities like community support and determining the
review of all studies available on the web, regardless of
appropriate size and efficiency levels (Dick, Wagner, &
their indexed nature.
Pernsteiner, 2021). The impact of strategic marketing

© 2024 Global Journals

 Family Business Research in Bangladesh: A Scoping Review and Direction for Research Opportunities

Observations reveal that the succession 6. Astrachan, J. H., &Shanker, M. C. (2003). Family
planning problem is one of the biggest challenges in businesses’ contribution to the US economy: A
family business, globally. Bangladesh is no exception. closer look. Family business review, 16 (3), 211-219.
As the second generation takes over, many family 7. Basco, R., Hair Jr, J. F., Ringle, C. M., & Sarstedt,
businesses have faltered not due to financial problems, M. (2022). Advancing family business research
but due to succession management problems or lack of through modeling nonlinear relationships: Com-
preparedness of the second generation. Other major paring PLS-SEM and multiple regression. Journal of
areas of family business management research in Family Business Strategy, 13 (3), 100457.
Bangladesh may include Family dynamics and 8. Barros-Contreras, I., Basco, R., Martín-Cruz, N., &
governance, board leadership, Performance and Hernangómez, J. (2022). Strategic management in
longevity, Strategic management, Innovation and entre- family business. The missing concept of the
preneurship, social and emotional wealth, Family familiness learning mechanism. Journal of Family
business networks, Corporate social responsibility Business Management, 12 (1), 67-89.

Year 2024
(CSR), Internationalization and globalization, Family 9. Bargoni, A., Alon, I., & Ferraris, A. (2023). A
business support and policy, Research Methodology in systematic review of family business and consumer
family business research, etc. behavior. Journal of Business Research, 158, 1136
A major limitation of the study is that it 98.
considered only the title that included both key words 10. Barth, E., Gulbrandsen, T., & Schønea, P., (2005). 39
like family business or enterprise, and Bangladesh. “Family ownership and productivity: the role of
However, authors wanted to see through the title to owner management”. Journal of Corporate Finance,

Global Journal of Management and Business Research ( A ) XXIV Issue II Version I

understand the focus of the paper. It is evident that 11(1-2), 107–127. doi: 10.1016/[Link].2004.02.001
there are many opportunities for research in family 11. Battisti, E., Nirino, N., Leonidou, E., & Salvi, A.
business in Bangladesh, as most of the businesses are (2023). Corporate social responsibility in family
predominantly family businesses, regardless of the size firms: Can corporate communication affect CSR
of the business. performance?. Journal of Business Research, 162,
In conclusion, research in the family business 113865.
domain should be a priority in Bangladesh, research in 12. Baù, M., Block, J., Discua Cruz, A., & Naldi, L.
family businesses is crucial for Bangladesh's long-term (2021). Bridging locality and internationalization–A
sustainability, growth, and development, as they signi- research agenda on the sustainable development of
ficantly impact the economy, culture, and society. family firms. Entrepreneurship & Regional Develop-
Understanding their dynamics, challenges, and best ment, 33 (7-8), 477-492.
practices is crucial for fostering long-term sustainability, 13. Benavides-Velasco, C. A., Quintana-García, C., &
growth, and contribution to the country's development. Guzmán-Parra, V. F. (2013). Trends in family
business research. Small business economics, 40,
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 Global Journal of Management and Business Research: A
Administration and Management
Volume 24 Issue 2 Version 1.0 Year 2024
Type: Double Blind Peer Reviewed International Research Journal
Publisher: Global Journals
Online ISSN: 2249-4588 & Print ISSN: 0975-5853

Incubator of Enterprises for Former Prisoners, a Good Idea?!

By Souza Neto, Bezamat de
Federal University of São João del Rei
Introduction- More than a "Technologicalarticle", the present work proposes a reflection based on
a technical report of production with a professional emphasis on the experience lived in a certain
academic project executed and concluded, but which has often been the subject of debate
within the scope of the discipline "Public Policies of Science, Technology and Innovation and the
Brazilian State" under my responsibility in the Professional Master's Degree in Intellectual
Property and Transfer of Technology at UFSJ. Given the inter, trans and multidisciplinary bias of
the aforementioned graduate course, each class has a distinct professional profile and such
diversity impacts and feeds back into the debate. This is what we will deal with as explained in
the title of this article: is it a good idea!? In other words, the specificity of the present work is its
emphasis on the practical contribution to the debate because, after all, theory and practice are
interdependent, two sides of the same coin.
The project in question was called the Incubator of Enterprises for Former Prisoners
whose mission was to foster innovative actions in the human development of re-educated, ex-
prisoners, young people in conflict with the law and any and all citizens, creating opportunities
through qualification and entrepreneurial training, awakening empowerment and the
reconstruction of identities. To make the idea viable, it was proposed to create partnerships
between the university, incubators and NGOs, associations for the assistance of convicts aiming
at the social integration of men and women, who have passed through the prison system,
through the practice of entrepreneurship.
GJMBR-A Classification: JEL Code: K42

IncubatorofEnterprisesforFormerPrisonersaGoodIdea
Strictly as per the compliance and regulations of:

© 2024. Souza Neto, Bezamat de. This research/review article is distributed under the terms of the Attribution-NonCommercial-
NoDerivatives 4.0 International (CC BYNCND 4.0). You must give appropriate credit to authors and reference this article if parts of
the article are reproduced in any manner. Applicable licensing terms are at [Link]
 Incubator of Enterprises for Former Prisoners, a
Good Idea?!
Souza Neto, Bezamat de

I. Introduction own businesses, to their social reintegration. In this way,

create opportunities for other graduates, multiplying the

M
ore than a "Technologicalarticle" 1, the present number of beneficiaries and thus reversing the reality of
work proposes a reflection based on a technical discrimination and consequent unemployment faced by
report of production with a professional them, creating opportunities through qualification and

Year 2024
emphasis on the experience lived in a certain academic entrepreneurial training, awakening empowerment and
project executed and concluded, but which has often the reconstruction of identities.
been the subject of debate within the scope of the From the partnership between ITCP/UFSJ
discipline "Public Policies of Science, Technology and (Technological Incubator of Popular Cooperatives),
Innovation and the Brazilian State" under my 43
INDETEC/UFSJ (Incubator of Technological Develop-
responsibility in the Professional Master's Degree in ment and Traditional Sectors of Campo das Vertentes) 2

Global Journal of Management and Business Research ( A ) XXIV Issue II Version I

Intellectual Property and Transfer of Technology at and APAC - SJDR (Association for the Protection and
UFSJ. Given the inter, trans and multidisciplinary bias of Assistance of Convicts of São João Del Rei - MG), 3 the
the aforementioned graduate course, each class has a 4
pilot project for the creation of IEESP began in 2009,
distinct professional profile and such diversity impacts with financial resources from MEC under a specific call
and feeds back into the debate. This is what we will deal for university extension projects (PROEXT/MEC), thus
with as explained in the title of this article: is it a good seeking the full social integration of men and women
idea!? In other words, the specificity of the present work who have passed through the prison system through the
is its emphasis on the practical contribution to the practice of entrepreneurship. That is, to improve the
debate because, after all, theory and practice are managerial capacity of entrepreneurs in the commerce,
interdependent, two sides of the same coin. services and industry sectors, contributing, through the
The project in question was called the Incubator strengthening of their own businesses, to their social
of Enterprises for Former Prisoners whose mission was reintegration. And, in this way, create opportunities for
to foster innovative actions in the human development of other graduates, multiplying the number of beneficiaries
re-educated, ex-prisoners, young people in conflict with and thus reversing the reality of discrimination and
the law and any and all citizens, creating opportunities consequent unemployment faced by them.
through qualification and entrepreneurial training, According to Rodrigo de Souza Costa,
awakening empowerment and the reconstruction of professor of Criminal Law at Fundação Getúlio Vargas
identities. To make the idea viable, it was proposed to (FGV): 5"It is necessary to bring the issue of graduates
create partnerships between the university, incubators to the university as a way to achieve the greatest
and NGOs, associations for the assistance of convicts mission of the colleges, which is transformation.
aiming at the social integration of men and women, who Students function as multipliers of concept and
have passed through the prison system, through the inhibitors of prejudices." Here we have the opportunity to
practice of entrepreneurship. The Incubator for revert to the reality of the ex-convicts from the main
graduates aims to improve the managerial capacity of perspective of the penal execution process: the moment
entrepreneurs in the commerce, services and industry of leaving the system and social insertion, where the
sectors, contributing, through the strengthening of their man suffers several mishaps, from the lack of
opportunity in the labor market to the stigma of those
Author: PhD in Production Engineering from COPPE/UFRJ (2003). who have served time.
DECAC/UFSJ - Department of Administrative and Accounting Sciences
of the Federal University of São João del Rei. Tancredo Neves Campus
The phrase attributed to Nelson Mandela
- CTan - DECAC - Av. Visconde de Rio Preto s/n - Room 2.06 - Colônia (former President of South Africa, lawyer and ex-prisoner
do Bengo. 36.301-360 - São João del Rei – MG – Brazil. as a politicalprisoner) islapidary:
e-mail: bezamat@[Link]

2
- [Link]
3
- [Link]
1
- For a better understanding of the subject, see: MOTTA (2017, 4
- [Link]
2022); BISHOP (2022); FISHER (2022); MARTENS; PEDRON; 5
- In: Interview to the EM FOCO website [Link]
OLIVEIRA (2021), amongothers. foco-opiniao-rodrigo-costa/ Accessed on 03/18/2024.

© 2024 Global Journals

 Incubator of Enterprises for Former Prisoners, a Good Idea?!

"It is often said that no one truly knows a nation until includes those it has excluded, through strategies in
they have been inside its prisons. A nation should not which these 'excluded' have an active participation, that
be judged by the way it treats its highest citizens, but is, not as mere objects of assistance, but as subjects"
rather by the way it treats its lowest, least liked (SÁ, 2005). And thus prevent society from keeping
citizens." active the figure of the "centaur state", a liberal head
It is also worth mentioning that the Law on over an authoritarian body, which applies the doctrine of
Penal Executions (LEP), in its Article 10, states that "laissez faire, laissez passer" when dealing with the
"Assistance to prisoners and internees is the duty of the causes of social inequalities, but which proves to be
State, aiming to prevent crime and guide the return to brutally paternalistic and punitive when it comes to
coexistence in society". Thus, if we think of an ideal assuming the consequences. (WACQUANT, 2007)
model and according to what the law proposes, this The Penal Execution Law provides that
return should be one in which, upon leaving, every detainees are kept in individual cells of at least six
egress would be accepted by the family, with regular square meters. Rather than holding one inmate per cell,
Year 2024

health, school education completed within the penal individual cells are typically used for two or more
system and guaranteed social assistance. However, inmates. In addition to individual cells, most prisons
when faced with the reality, we find men and women have large cells or dormitories that have been
who are totally vulnerable, mentally and physically ill, specifically designed for group living. "Institutions, in
44 and who turn to Social Work in search of some help, the their function of social control, carry out specific forms of
first of which is insertion into the labor market. recovery, which must be processed hierarchically" [...]
(FALEIROS, 1993, pp: 75-79).
Global Journal of Management and Business Research ( A ) XXIV Issue II Version I

In the Incubator, the Social Service can and

intends to accompany the entrepreneurs who will be And in order that punishment may not be a form
trained to set up their own businesses, maintain of violence by one or many against a private citizen, it
themselves from the income generated by it and create must be essentially public, rapid, necessary, as little as
job opportunities for other graduates. Our goal is to give possible in the given circumstances, proportionate to
them minimum social conditions for the best possible the crimes, and dictated by the laws. (BECARIA. 1999).
performance in their business during and after the pre- Many penal establishments, as well as many
and/or incubation period, and also tocreate popular cells and dormitories, have two to five times more
cooperatives. occupancy than the capacity envisaged by the projects.
This proposal takes place, however, without the In some facilities, overcrowding has reached inhumane
intention of "relieving" the State of its duties to this levels, with inmates crammed into groups. It is common
portion of the population; On the contrary, since we in most Brazilian prisons to see scenes of inmates tied
seek partnership with government agencies and also to windows to relieve the demand for floor space.
with the judicial system for access to a considerable The work aimed at the family reintegration of
contingent of the prison population in prison units. What prisoners and ex-prisoners is important because it also
is expected, in general terms, as a result of our actions, seeks to reintegrate the convicted into social life without
is an entrepreneur with a profile more focused on the the stigma of imprisonment and with attitudes and
development of skills to improve their own business, as behaviors unrelated to crime, also contributing to the
well as make their economic and social situation stable. reduction of recidivism rates.
We understand that promoting the entrepreneurial Mainly through work and study, greater
protagonism of graduates is the main way not only for possibilities of family and social reintegration are
their social reintegration, but also for the economic opened. Many prisoners, when they leave prison, are
development of an entire territory located around them. faced with various problems related to housing,
obtaining a fixed income, and the resumption of
II. A Necessary Theoretical/Conceptual relationships with their children and other dependent
Foundation members of the family, particularly with regard to their
livelihood, leading many of them to recidivism for futile
Although the expression "social reintegration" is reasons, lack of encouragement from their relatives and
not present in the Penal Execution Law (LEP), it contains from society as a whole. Many of them recommit crimes
the orientation that precedes the definition given by due to lack of opportunities, because the fact that they
DEPEN (National Penitentiary Department): it is the duty carry the stigma of imprisonment causes the doors of
of the State "to assist the prisoner and the internee [...] decent work to close, making the "easiest" method the
aiming to prevent crime and guide the return to only way out of their problems.
coexistence in society", also considering that Thus, "social reintegration", as a social function
"assistance extends to the ex-offender" (Law 7.210/84; of the prison system, branches into two vertices of
TITLE II, Art. 10). actions, one focused on the period of serving a
And, in conceptual terms, social reintegration is sentence, especially the custodial sentence, and the
understood as the process by which "society (re) other focused on the post-release period, in which
© 2024 Global Journals
 Incubator of Enterprises for Former Prisoners, a Good Idea?!

prisoners are treated as ex-prisoners. "No matter how willing to collaborate and contribute with resources,
high the qualities of a people, if they do not have moral ideas and work (SINGER, 2002).
strength, energy and perseverance, the law can never
prosper" (LHERING, 1872, pp: 45-46). III. About the Method used in this
It is necessary to transform the system so that Incubation Process
the reform of the convicted is facilitated by instruments
From a selection process, with the launch of a
such as education and work, in order to enable him to
specific notice established by the proponent incubators
lead a dignified life when he leaves the prison, and to
(INDETEC and ITCP) among the graduates housed in
prevent the prison from being more painful than it
APAC - SJDR, their demands were raised, in order to
should be. This is so that the prison sentence is in line
identify capacity, as well as personal objectives for later
with the principles of penitentiary law, which are: the
forwarding in the incubation of ideas and/or formation of
protection of the prisoner's human rights, the prisoner as
cooperatives.
a member of society, the active participation of the
Once the intended enterprise was identified as

Year 2024
sentenced person in the issue of re-education and his
individual/business (for example, of the individual micro-
social reintegration, the effective collaboration of the
entrepreneur type), INDETEC took care of the develop-
community in prison treatment and the training of
ment of the enterprise using its own methodology
prisoners so that they relearn the exercise of citizenship
defined by two phases: Pre-incubation and subsequent
and respect for the legal order. According to Foucault 45
Incubationoftheenterprises.
(1997), criminal detention should have as its essential
The pilot project of IEESP put into practice
function the transformation of the individual's behavior.

Global Journal of Management and Business Research ( A ) XXIV Issue II Version I

actions such as analysis of technical, economic,
On the other hand, the entire trajectory of the
commercial feasibility of ideas, through the elaboration
proposal goes along the lines of another anchored
of a Business Plan, promoting the training of selected
economy or from other forms of organization. And this
entrepreneurs in the management of both individual and
form of economic organization, which arises spont-
collective enterprises - emphasizing, in the light of the
aneously or induced by civil institutions, does not
precepts of the Solidarity Economy - the development of
correspond to the forms of behavior of homo
basic business and collective skills.
economicus advocated by neoclassical theories of
The pre-incubation phase comprises
economics, since they require the overcoming of
consultancies in the areas of business planning,
relations based on competitiveness and individualism.
marketing, accounting, economics, administration,
For competition, in order to fight for the satisfaction of
organizational development, management of solidarity
wants, brings people together in masses and not in
enterprises, credit recovery, services in the areas of
communities.
Psychology and Social Work, as well as the promotion
Reversing this situation implies seeking the
of participation in events, fairs, coursesandcongresses.
necessary means in the community and in the
In the Incubation phase, the project is
immediate social environment, enriching relationships in
systematically monitored by the INDETEC team in order
diversity and strengthening initiatives with the union of
to develop the capacities of those projects.
complementary skills. Relations of cooperation and
Once the intended enterprise was identified as
solidarity are fundamental to reduce dependence and
collective/business (such as, for example, a cooperative
stimulate the autonomy of marginalized and precarious
of waiters, gardeners, among others), the ITCP took
sectors of the population in the face of the current
care of the development of the enterprise using its own
system of production and consumption. An economy
methodology structured in four categories or phases:
with these foundations, that is, a solidarity economy, is
characterization, organization, mobilization and manage
therefore one that seeks to incorporate solidarity into the
-ment.
economy, introducing it into the various phases of the
The Characterization identifies the origin of the
economic process (production, distribution, consum-
demand and begins with the elaboration of an Action
ption and accumulation).
Plan, feasibility study (ecological, economic, financial,
Thus, the concept of solidarity, which usually
managerial, social and technical) among other socio-
appears after the completion of the economic cycle to
economic mechanisms and questionnaires to have a
mitigate its social problems, should be inserted in a
characterization of the potential collective.
previous discussion, which goes through the funda-
In the category or phase of the Organization,
mentals of the economy itself.
the production and work process is defined. It is an
The main issue is to make the economic activity
attempt to propose the referential work process for
itself and its products solidary, and not just to apply
actual or potential workers so that subsequent actions
solidarity after the end of the economic cycle with
can be made viable. It is the phase of the organization
welfare measures. In addition, the solidarity economy
of the collective structure (association, cooperative): the
fosters a broader movement, directed to the whole of
debate on the constitution, the formalization, the
society, with the participation of people and institutions
© 2024 Global Journals
 Incubator of Enterprises for Former Prisoners, a Good Idea?!

beginning of the process of institutionalization of the cooperative/association as an economic enterprise and

collective. the political and social emancipation of its members.
The case of Mobilization is the category of Thus, the methodology developed by ITCP was
action and analysis that identifies, incites and fosters designed through two types of rationality that needed to
participation from meetings with specific lectures (which be articulated in the activities carried out with popular
'feed' the previous phase) for the graduates. cooperatives and that defined the two main aspects of
The action of the Management begins with the the incubation work: one that deals with the economic
implementation of the collective, now formalized. Some viability of the enterprise and the other focused on its
complementary instruments should be constituted, in viability as a cooperative.
addition to those previously elaborated in the The knowledge and participation of the
Characterization and in the Organization, which now incubated group are essential for the whole process.
constitute the instrument of self-management. For The activities developed sought not only to respect, but
example, internal regulations, or regiments, as well as also to stimulate and incorporate the knowledge of the
Year 2024

complementary instruments, such as manuals and other groups through a clear language and didactic and
management mechanisms. Self-management is the planning practices oriented towards this end. And this is
essence, the decision must be shared, and the ITCP true for both collective and individual enterprise. This
team contributed with advice for the actions and was the great challenge of the 'pilot project'.
46 decisions of the graduates who are part of the collective.
V. About Results
IV. Monitoring/Follow-Up of the
Global Journal of Management and Business Research ( A ) XXIV Issue II Version I

The partnerships between INDETEC-UFSJ

Theme (Incubator for Technological Development and Tradi-
Monitoring and evaluation, the feedback of what tional Sectors of Campo das Vertentes) with ITCP-UFSJ
is planned becomes a constant practice within the (Technological Incubator for Popular Coopera-tives) and
IESSP. Thus, the projects were monitored and evaluated the Federal University of São João Del Rei were effective
according to the internal rules and practices of the and added value, and the work managed to promote
incubators (INDETEC and ITCP), with regard to total social integration of men and women who passed
monitoring and advising, from the selection process to through the prison system of the State of Minas Gerais.
the 'graduation' of the enterprise. Within the rules and It created another form and another locuso
internal regulations of each of the incubators, the fincubation, the Incubator of Enterprises for Former
graduates and their ventures complied, for example, Penal System Graduates (IEESP) with the purpose of
with specific deadlines for carrying out tasks, specific improving the managerial capacity of entrepreneurs in
training and consulting schedules, attendance at the the sectors of commerce, services and industry,
proposed meetings, and evaluated through perfor- contributing, through the strengthening of their own
mance measures adopted by each proposing incubator. businesses, to their social reintegration.
INDETEC has adopted a specific monitoring IEESP also generated opportunities for other
form called APN (Business Plan Monitoring) for each graduates, multiplying the number of beneficiaries and
project and which consists, in general terms, of a thus reversing the reality of discrimination and conse-
questionnaire on compliance with the proposed quent unemployment faced by them. All of this envisions
schedule in the preparation phase of the Business Plan the possibility of social action, anchored in an economic
(monitoring of the main planned actions and goals), organization of an eminently solidary nature, becoming
cash flow, market situation and the possible need for an indication for the elaboration of public policies of
measures to recover the development of the proposed employment and income for the graduates.
business actions - solutions pointed out, results and In the partnership with APAC-SJDR within the
planning of the next phases. scope of the pilot project, of 57 graduates housed there
The ITCP adopted a form with the same at that time, advisory services were provided and a total
objectives and format as the previous one, called AEC of 60 vacancies were distributed for individual and/or
(Monitoring of Collective Enterprises) with specific collective enterprises.
indicators for the case of collective enterprises. For In this way, it sensitized society to the large
ITCP, in the case of the formation of a cooperative or number of men/women imprisoned in our state who
association, by developing the first incubation seek a better life and dignified conditions to support
methodology aimed at collective enterprises formed by their families without having to return to the world of
graduates considered socially vulnerable and crime. For this, society has to be able to receive these
disadvantaged within the dominant social structure, graduates, giving them job opportunities and thus
ITCP had the challenge of planning and implementing providing a lower rate of recidivism, also favoring a safer
actions that promoted, at the same time, the growth of a life for society in general.

© 2024 Global Journals

 Incubator of Enterprises for Former Prisoners, a Good Idea?!

VI. Some Conclusions aspects of hygiene; - Health conditions; - Results

regarding the creation of own businesses or
a) By the Target Audience cooperatives - Family relationships in general.
In general, the evaluation processes presented
Thus, through the definition of this evaluation
a pluralistic approach, which involved qualitative and
procedure, it was possible for those responsible for the
quantitative aspects, and focused on the relations
project to start a continuous evaluation and learning
between the system of action (incubators) and the logic
process, allowing a clearer definition of the objectives of
of the actors (graduates). The processes were enriched
the project, a better control and monitoring of the
by the involvement of different actors and the concern to
activities, and a more adequate and accurate verification
create a diversified system of indicators, combining
of the concrete effects on the lives of the graduates
concepts, means of collection and different responsible
served. With the analysis of the results and the main
persons. Therefore, in order to evaluate the proposal
methodologies to be improved, the project can become
with the target audience, a model of stages of execution
a new learning space, an efficient system, with

Year 2024
and analysis/dissemination of the results of the
satisfactory results for the academic community in
evaluation was created, namely:
general with the production of scientific articles,
 Results Analysis - The analysis phase involved the seminars and specific colloquia and also in the
handling and interpretation of quantitative data perspective of subsidizing more humane and solidary
(frequencies, means, standard deviations, public policies for the prison sector. 47
qualitative data (grouping of responses into The Incubator of Enterprises for Egressed
categories, field analyses).

Global Journal of Management and Business Research ( A ) XXIV Issue II Version I

Offenders of the Penal System – IEESP, is still in the
 Dissemination and use of Results – Reports were idea phase to the extent that since the conclusion of this
prepared for each stakeholder involved in the "pilot" it has not been continued due to a series of
process. The main constituents of the evaluation factors that involved the various actors of this enterprise.
reports were: executive summary; introduction; However, the extension actions developed have
description of the evaluation focus; methodology; concretely generated new lines of research; continuity
findings; conclusions and recommendations; proposals and other related extension actions.
Attachments. - Evaluation questionnaires for The main objectives of the actions were the
graduates: critical analysis of the evaluation generation of new extension projects; knowledge
process, analyzing strengths, difficulties and points production; indicators/inputs for public policy analysis;
to improve in the process as a whole. direct service/direct assistance according to the needs
b) By the Team pointed out by the community served; complementary
The evaluation with the execution team initially academic activity.
intended to answer some questions: - To what extent
VII. Recommendations
did the program contribute to the improvement of the
graduate's family life? - To what extent has the program To discuss the problem of the ex-prisoner is to
contributed to the improvement of the graduate's own perceive him immersed in a narcissistic and meritocratic
life? - In what areas have there been concrete improve- societal logic, through which the same social structure
ments? Income, health, education, psychological? With that produced him and excluded/included him within the
regard to indicators, the program intended to be self- prison walls now needs to (re)absorb him; And this,
evaluated in the following items: - Management together with an ever-increasing contingent of ex-
Dimension; - Process Dimension and - Social Impact offenders, has seen an increase in the punishment of
Dimension, namely: social categories considered dangerous – "the socially
 Management Dimension, in order to have a better excluded" – along the lines of the penalization of poverty
monitoring of activities. The indicators were: - Cost (a layer subjected and condemned to become invisible).
of the Program in R$/Total Number of Beneficiaries; The Incubator, in this suffocating scenario, can
- Total Number of Employees/Total Number of represent a real alternative, built to operationalize new
Beneficiaries and - Evasion Rate. paradigms of professional practices, inside and outside
 Process Dimension: - Main need met; - Subjects of prisonspaces.
greatest interest to the courses; - Degree of The category "egress from the penal system",
understanding of the content, - Perception of the within the current logic, simply does not exist in itself;
instructor; - Perception of the facilities and - These are the "ex-convicts" or the "ex-criminals", the
Suggestions. "future criminals" or the "future rehabilitated". The present
 The dimension of the social impact consisted of of their lives is massacred and ignored, behaviors are
qualitative and slightly more costly indicators, stipulated based on their past, projecting the worst
however, they were essential for the verification of possibilities for the future.
real results in the lives of the graduates:- General

© 2024 Global Journals

 Incubator of Enterprises for Former Prisoners, a Good Idea?!

In this complex and paradoxical context, Rio de Janeiro: Revista de Administração Contem-
recipes find no place or usefulness. It is, therefore, not a porânea, v. 26, n. 6.
search for formulas, but rather opportunities for the 3. FALEIROS, V. P. (1993). Professional knowledge
encounter of knowledge, experiences and practices, in and institutional power. São Paulo: Cortez.
the perspective that the complementarity of all social 4. FOUCAULT, M (1997). Surveillance and Punish:
subjects – even if eventually identifiable as professionals History of Violence in Prisons. Petrópolis: Editora
or users – can build (or destroy) the elements that make Vozes.
human-dignified emancipation unfeasible. 5. LHERING, R. V. (1872). The Struggle for the Right.
Through the Incubator, reintegration is offered, Rio de Janeiro: Elsivier.
but it is effective in the form of reintegrating the excluded 6. MARTENS, C. D. P., PEDRON, C. D., & OLIVEIRA,
in their social position as a debased labor force, J. C. (2021, Jul./Dec.). Editorial. Guidelines for the
appeased by the myth of social mobility; ex-prisoner, elaboration of technological articles, applied articles
now a worker; deleted, now included; but never a full or technical reports of production with a professional
Year 2024

citizen. And this is what needs to be faced, modified. emphasis. São Paulo: Journal of Innovation,
In fact, it is emphasized again that it is not a Projects and Technologies - IPTEC, v. 9, n.2, 143-
question of "I-Incubator, in the world here", offering 147.
viable recipes for the construction of spaces that aim to 7. MOTTA, G. S (2017). How to write a good tech
48 break the economic and societal model, it is about article? Rio de Janeiro: Revista de Administração
showing that only when we reach the "we" will we be Contemporânea, v.. 21, n. 5, September-October.
able to design paths and paths for this process. The 8. MOTTA, G. S (2022). What is a tech item? Rio de
Global Journal of Management and Business Research ( A ) XXIV Issue II Version I

Incubator of Enterprises of the Penal System - IEESP is Janeiro: Revista de Administração Contemporânea,
already a reality, it will be up to its partners and the v.26, n. Sup.1.
people involved to ensure, or not, its sustainability; to 9. FISHER, G. (2022). Typesof Business Horizons-
make its history or simply to reproduce it, postponing, articles. Business Horizons, v. 65, n. 3, 241–243.
once again, the utopia of social transformation. 10. SÁ, A. A. (2005). Suggestion of an outline of
Finally, it is worth noting that a scientific article 6 conceptual bases for a penitentiary system. IN:
based on the Final Report presented to the Ministry of Manual of Social Reintegration Projects. Government
Education, which financed a large part of the planned of the State of São Paulo/Secretariat of Penitentiary
actions, was presented at the VII Worshop de la Red Administration, pp: 148-150.
EmprendeSUR in October 2012 in the city of Medellín, 11. SINGER, P. (2002). Introduction to Solidarity
Colombia and was very well received, which provided Economy. São Paulo: Editora Fundação Perseu
numerous interviews and contacts with the Colombian Abramo.
media, which at that time was debating actions to 12. WACQUANT, Loïc. Punishing the Poor: The New
receive FARC fighters in a process It also enabled Management of Misery in the United States. [The
numerous meetings to deepen this theme with several Punitive Wave]tag. Translation: Sérgio Lamarão. 3rd
Colombian universities interested in this model of social ed. Rio de Janeiro: Revan, 2007.
reintegration. And then the same happened in Argentina
and Chile Here in Brazil, the same happened with
several universities and academic colleagues looking for
information about this type of incubator and today this is
no longer just an idea, it is a reality working in several
regions of the country, proving the concrete fact that it is
a goodidea.

Bibliographic Reference
1. BECCARIA, C (1999). Of offences and penalties. 2
ed. São Paulo: Martins Fontes, 1999.
2. BISPO, M. de S. (2022). In defense of the theory and
the original theoretical contribution in Administration.

6
- SOUZA NETO, Bezamat de; COSTA, Karine Dias; ZANETTI, Mayra
Helena; CAMPOS, Marcel Lana. Incubator of Enterprises for Former
Offenders of the Penal System. Proceedings of the VII Workshop of the
Red EmprendeSUR "Forming academic communities for sustainable
employment", Medellin (COL), Fondo Editorial Remington, pp: 448-
458, (ISBN: 978-958-58070-4-4), 2013.

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Memberships

Introduction
FMBRC/AMBRC is the most prestigious membership of Global
Journals accredited by Open Association of Research Society,
U.S.A (OARS). The credentials of Fellow and Associate
designations signify that the researcher has gained the
knowledge of the fundamental and high-level concepts, and is a
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sharing. Members are most eminent scientists, engineers, and technologists from all across the world. Fellows are
elected for life through a peer review process on the basis of excellence in the respective domain. There is no limit
on the number of new nominations made in any year. Each year, the Open Association of Research Society elect
up to 12 new Fellow Members.

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ASSOCIATE OF MANAGEMENT AND BUSINESS RESEARCH COUNCIL is the membership of Global Journals
awarded to individuals that the Open Association of Research Society judges to have made a 'substantial
contribution to the improvement of computer science, technology, and electronics engineering.

The primary objective is to recognize the leaders in research and scientific fields of the current era with a global
perspective and to create a channel between them and other researchers for better exposure and knowledge
sharing. Members are most eminent scientists, engineers, and technologists from all across the world. Associate
membership can later be promoted to Fellow Membership. Associates are elected for life through a peer review
process on the basis of excellence in the respective domain. There is no limit on the number of new nominations
made in any year. Each year, the Open Association of Research Society elect up to 12 new Associate Members.

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Benefit

To the institution
Get letter of appreciation
Global Journals sends a letter of appreciation of author to the Dean or CEO of the University or Company of which
author is a part, signed by editor in chief or chief author.

Exclusive Network
Get access to a closed network
A AMBRC member gets access to a closed network of Tier 2 researchers and
scientists with direct communication channel through our website. Associates can
reach out to other members or researchers directly. They should also be open to
reaching out by other.
Career Credibility Exclusive Reputation

Certificate
Certificate, LoR and Laser-Momento
Associates receive a printed copy of a certificate signed by our Chief Author that
may be used for academic purposes and a personal recommendation letter to the
dean of member's university.

Career Credibility Exclusive Reputation

Designation
Get honored title of membership
Associates can use the honored title of membership. The “AMBRC” is an honored
title which is accorded to a person’s name viz. Dr. John E. Hall, Ph.D., AMBRC or
William Walldroff, M.S., AMBRC.

Career Credibility Exclusive Reputation

Recognition on the Platform

Better visibility and citation
All the Associate members of ASFRC get a badge of "Leading Member of Global Journals" on the Research
Community that distinguishes them from others. Additionally, the profile is also partially maintained by our team for
better visibility and citation. All associates get a dedicated page on the website with their biography.

Career Credibility Reputation

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 Future Work
Get discounts on the future publications
Associates receive discounts on the future publications with Global Journals up to 60%. Through our
recommendation programs, members also receive discounts on publications made with OARS affiliated
organizations.

Career Financial

GJ Account
Unlimited forward of Emails
Associates get secure and fast GJ work emails with 5GB forward of emails that
they may use them as their primary email. For example,
john [AT] globaljournals [DOT] org..

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Premium Tools
Access to all the premium tools
To take future researches to the zenith, fellows receive access to almost all the
premium tools that Global Journals have to offer along with the partnership with
some of the best marketing leading tools out there.
Financial

Conferences & Events

Organize seminar/conference
Associates are authorized to organize symposium/seminar/conference on behalf of Global Journal Incorporation
(USA). They can also participate in the same organized by another institution as representative of Global Journal.
In both the cases, it is mandatory for him to discuss with us and obtain our consent. Additionally, they get free
research conferences (and others) alerts.
Career Credibility Financial

Early Invitations
Early invitations to all the symposiums, seminars, conferences
All associates receive the early invitations to all the symposiums, seminars, conferences and webinars hosted by
Global Journals in their subjec.

Exclusive

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 Publishing Articles & Books
Earn 60% of sales proceeds
Associates can publish articles (limited) without any fees. Also, they can earn up to
30-40% of sales proceeds from the sale of reference/review
books/literature/publishing of research paper.

Exclusive Financial

Reviewers
Get a remuneration of 15% of author fees
Fellow members are eligible to join as a paid peer reviewer at Global Journals Incorporation (USA) and can get a
remuneration of 15% of author fees, taken from the author of a respective paper.

Financial

And Much More

Get access to scientific museums and observatories across the globe
All members get access to 2 selected scientific museums and observatories across the globe. All researches
published with Global Journals will be kept under deep archival facilities across regions for future protections and
disaster recovery. They get 5 GB free secure cloud access for storing research files.

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 Associate Fellow Research Group Basic

$4800 $6800 $12500.00 APC

lifetime designation lifetime designation organizational per article

Certificate, LoR and Momento Certificate, LoR and Certificates, LoRs and GJ Community Access
2 discounted publishing/year Momento Momentos
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Preferred Author Guidelines
We accept the manuscript submissions in any standard (generic) format.
We typeset manuscripts using advanced typesetting tools like Adobe In Design, CorelDraw, TeXnicCenter, and TeXStudio.
We usually recommend authors submit their research using any standard format they are comfortable with, and let Global
Journals do the rest.
Alternatively, you can download our basic template from [Link]
Authors should submit their complete paper/article, including text illustrations, graphics, conclusions, artwork, and tables.
Authors who are not able to submit manuscript using the form above can email the manuscript department at
submit@[Link] or get in touch with chiefeditor@[Link] if they wish to send the abstract before
submission.

Before and during Submission

Authors must ensure the information provided during the submission of a paper is authentic. Please go through the
following checklist before submitting:
1. Authors must go through the complete author guideline and understand and agree to Global Journals' ethics and code
of conduct, along with author responsibilities.
2. Authors must accept the privacy policy, terms, and conditions of Global Journals.
3. Ensure corresponding author’s email address and postal address are accurate and reachable.
4. Manuscript to be submitted must include keywords, an abstract, a paper title, co-author(s') names and details (email
address, name, phone number, and institution), figures and illustrations in vector format including appropriate
captions, tables, including titles and footnotes, a conclusion, results, acknowledgments and references.
5. Authors should submit paper in a ZIP archive if any supplementary files are required along with the paper.
6. Proper permissions must be acquired for the use of any copyrighted material.
7. Manuscript submitted must not have been submitted or published elsewhere and all authors must be aware of the
submission.
Declaration of Conflicts of Interest
It is required for authors to declare all financial, institutional, and personal relationships with other individuals and
organizations that could influence (bias) their research.

Policy on Plagiarism
Plagiarism is not acceptable in Global Journals submissions at all.
Plagiarized content will not be considered for publication. We reserve the right to inform authors’ institutions about
plagiarism detected either before or after publication. If plagiarism is identified, we will follow COPE guidelines:
Authors are solely responsible for all the plagiarism that is found. The author must not fabricate, falsify or plagiarize
existing research data. The following, if copied, will be considered plagiarism:
• Words (language)
• Ideas
• Findings
• Writings
• Diagrams
• Graphs
• Illustrations
• Lectures

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• Printed material
• Graphic representations
• Computer programs
• Electronic material
• Any other original work

Authorship Policies
Global Journals follows the definition of authorship set up by the Open Association of Research Society, USA. According to
its guidelines, authorship criteria must be based on:
1. Substantial contributions to the conception and acquisition of data, analysis, and interpretation of findings.
2. Drafting the paper and revising it critically regarding important academic content.
3. Final approval of the version of the paper to be published.
Changes in Authorship
The corresponding author should mention the name and complete details of all co-authors during submission and in
manuscript. We support addition, rearrangement, manipulation, and deletions in authors list till the early view publication
of the journal. We expect that corresponding author will notify all co-authors of submission. We follow COPE guidelines for
changes in authorship.
Copyright
During submission of the manuscript, the author is confirming an exclusive license agreement with Global Journals which
gives Global Journals the authority to reproduce, reuse, and republish authors' research. We also believe in flexible
copyright terms where copyright may remain with authors/employers/institutions as well. Contact your editor after
acceptance to choose your copyright policy. You may follow this form for copyright transfers.
Appealing Decisions
Unless specified in the notification, the Editorial Board’s decision on publication of the paper is final and cannot be
appealed before making the major change in the manuscript.
Acknowledgments
Contributors to the research other than authors credited should be mentioned in Acknowledgments. The source of funding
for the research can be included. Suppliers of resources may be mentioned along with their addresses.
Declaration of funding sources
Global Journals is in partnership with various universities, laboratories, and other institutions worldwide in the research
domain. Authors are requested to disclose their source of funding during every stage of their research, such as making
analysis, performing laboratory operations, computing data, and using institutional resources, from writing an article to its
submission. This will also help authors to get reimbursements by requesting an open access publication letter from Global
Journals and submitting to the respective funding source.

Preparing your Manuscript

Authors can submit papers and articles in an acceptable file format: MS Word (doc, docx), LaTeX (.tex, .zip or .rar including
all of your files), Adobe PDF (.pdf), rich text format (.rtf), simple text document (.txt), Open Document Text (.odt), and
Apple Pages (.pages). Our professional layout editors will format the entire paper according to our official guidelines. This is
one of the highlights of publishing with Global Journals—authors should not be concerned about the formatting of their
paper. Global Journals accepts articles and manuscripts in every major language, be it Spanish, Chinese, Japanese,
Portuguese, Russian, French, German, Dutch, Italian, Greek, or any other national language, but the title, subtitle, and
abstract should be in English. This will facilitate indexing and the pre-peer review process.
The following is the official style and template developed for publication of a research paper. Authors are not required to
follow this style during the submission of the paper. It is just for reference purposes.

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Manuscript Style Instruction (Optional)
• Microsoft Word Document Setting Instructions.
• Font type of all text should be Swis721 Lt BT.
• Page size: 8.27" x 11'”, left margin: 0.65, right margin: 0.65, bottom margin: 0.75.
• Paper title should be in one column of font size 24.
• Author name in font size of 11 in one column.
• Abstract: font size 9 with the word “Abstract” in bold italics.
• Main text: font size 10 with two justified columns.
• Two columns with equal column width of 3.38 and spacing of 0.2.
• First character must be three lines drop-capped.
• The paragraph before spacing of 1 pt and after of 0 pt.
• Line spacing of 1 pt.
• Large images must be in one column.
• The names of first main headings (Heading 1) must be in Roman font, capital letters, and font size of 10.
• The names of second main headings (Heading 2) must not include numbers and must be in italics with a font size of 10.
Structure and Format of Manuscript
The recommended size of an original research paper is under 15,000 words and review papers under 7,000 words.
Research articles should be less than 10,000 words. Research papers are usually longer than review papers. Review papers
are reports of significant research (typically less than 7,000 words, including tables, figures, and references)
A research paper must include:
a) A title which should be relevant to the theme of the paper.
b) A summary, known as an abstract (less than 150 words), containing the major results and conclusions.
c) Up to 10 keywords that precisely identify the paper’s subject, purpose, and focus.
d) An introduction, giving fundamental background objectives.
e) Resources and techniques with sufficient complete experimental details (wherever possible by reference) to permit
repetition, sources of information must be given, and numerical methods must be specified by reference.
f) Results which should be presented concisely by well-designed tables and figures.
g) Suitable statistical data should also be given.
h) All data must have been gathered with attention to numerical detail in the planning stage.
Design has been recognized to be essential to experiments for a considerable time, and the editor has decided that any
paper that appears not to have adequate numerical treatments of the data will be returned unrefereed.
i) Discussion should cover implications and consequences and not just recapitulate the results; conclusions should also
be summarized.
j) There should be brief acknowledgments.
k) There ought to be references in the conventional format. Global Journals recommends APA format.
Authors should carefully consider the preparation of papers to ensure that they communicate effectively. Papers are much
more likely to be accepted if they are carefully designed and laid out, contain few or no errors, are summarizing, and follow
instructions. They will also be published with much fewer delays than those that require much technical and editorial
correction.
The Editorial Board reserves the right to make literary corrections and suggestions to improve brevity.

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Format Structure
It is necessary that authors take care in submitting a manuscript that is written in simple language and adheres to
published guidelines.
All manuscripts submitted to Global Journals should include:
Title
The title page must carry an informative title that reflects the content, a running title (less than 45 characters together with
spaces), names of the authors and co-authors, and the place(s) where the work was carried out.
Author details
The full postal address of any related author(s) must be specified.
Abstract
The abstract is the foundation of the research paper. It should be clear and concise and must contain the objective of the
paper and inferences drawn. It is advised to not include big mathematical equations or complicated jargon.
Many researchers searching for information online will use search engines such as Google, Yahoo or others. By optimizing
your paper for search engines, you will amplify the chance of someone finding it. In turn, this will make it more likely to be
viewed and cited in further works. Global Journals has compiled these guidelines to facilitate you to maximize the web-
friendliness of the most public part of your paper.
Keywords
A major lynchpin of research work for the writing of research papers is the keyword search, which one will employ to find
both library and internet resources. Up to eleven keywords or very brief phrases have to be given to help data retrieval,
mining, and indexing.
One must be persistent and creative in using keywords. An effective keyword search requires a strategy: planning of a list
of possible keywords and phrases to try.
Choice of the main keywords is the first tool of writing a research paper. Research paper writing is an art. Keyword search
should be as strategic as possible.
One should start brainstorming lists of potential keywords before even beginning searching. Think about the most
important concepts related to research work. Ask, “What words would a source have to include to be truly valuable in a
research paper?” Then consider synonyms for the important words.
It may take the discovery of only one important paper to steer in the right keyword direction because, in most databases,
the keywords under which a research paper is abstracted are listed with the paper.
Numerical Methods
Numerical methods used should be transparent and, where appropriate, supported by references.
Abbreviations
Authors must list all the abbreviations used in the paper at the end of the paper or in a separate table before using them.
Formulas and equations
Authors are advised to submit any mathematical equation using either MathJax, KaTeX, or LaTeX, or in a very high-quality
image.

Tables, Figures, and Figure Legends

Tables: Tables should be cautiously designed, uncrowned, and include only essential data. Each must have an Arabic
number, e.g., Table 4, a self-explanatory caption, and be on a separate sheet. Authors must submit tables in an editable
format and not as images. References to these tables (if any) must be mentioned accurately.

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XIII
Figures
Figures are supposed to be submitted as separate files. Always include a citation in the text for each figure using Arabic
numbers, e.g., Fig. 4. Artwork must be submitted online in vector electronic form or by emailing it.

Preparation of Eletronic Figures for Publication

Although low-quality images are sufficient for review purposes, print publication requires high-quality images to prevent
the final product being blurred or fuzzy. Submit (possibly by e-mail) EPS (line art) or TIFF (halftone/ photographs) files only.
MS PowerPoint and Word Graphics are unsuitable for printed pictures. Avoid using pixel-oriented software. Scans (TIFF
only) should have a resolution of at least 350 dpi (halftone) or 700 to 1100 dpi (line drawings). Please give the data for
figures in black and white or submit a Color Work Agreement form. EPS files must be saved with fonts embedded (and with
a TIFF preview, if possible).
For scanned images, the scanning resolution at final image size ought to be as follows to ensure good reproduction: line
art: >650 dpi; halftones (including gel photographs): >350 dpi; figures containing both halftone and line images: >650 dpi.
Color charges: Authors are advised to pay the full cost for the reproduction of their color artwork. Hence, please note that
if there is color artwork in your manuscript when it is accepted for publication, we would require you to complete and
return a Color Work Agreement form before your paper can be published. Also, you can email your editor to remove the
color fee after acceptance of the paper.
Tips for writing a good quality Management Research Paper
Techniques for writing a good quality management and business research paper:
1. Choosing the topic: In most cases, the topic is selected by the interests of the author, but it can also be suggested by the
guides. You can have several topics, and then judge which you are most comfortable with. This may be done by asking
several questions of yourself, like "Will I be able to carry out a search in this area? Will I find all necessary resources to
accomplish the search? Will I be able to find all information in this field area?" If the answer to this type of question is
"yes," then you ought to choose that topic. In most cases, you may have to conduct surveys and visit several places. Also,
you might have to do a lot of work to find all the rises and falls of the various data on that subject. Sometimes, detailed
information plays a vital role, instead of short information. Evaluators are human: The first thing to remember is that
evaluators are also human beings. They are not only meant for rejecting a paper. They are here to evaluate your paper. So
present your best aspect.
2. Think like evaluators: If you are in confusion or getting demotivated because your paper may not be accepted by the
evaluators, then think, and try to evaluate your paper like an evaluator. Try to understand what an evaluator wants in your
research paper, and you will automatically have your answer. Make blueprints of paper: The outline is the plan or
framework that will help you to arrange your thoughts. It will make your paper logical. But remember that all points of your
outline must be related to the topic you have chosen.
3. Ask your guides: If you are having any difficulty with your research, then do not hesitate to share your difficulty with
your guide (if you have one). They will surely help you out and resolve your doubts. If you can't clarify what exactly you
require for your work, then ask your supervisor to help you with an alternative. He or she might also provide you with a list
of essential readings.
4. Use of computer is recommended: As you are doing research in the field of management and business then this point is
quite obvious. Use right software: Always use good quality software packages. If you are not capable of judging good
software, then you can lose the quality of your paper unknowingly. There are various programs available to help you which
you can get through the internet.
5. Use the internet for help: An excellent start for your paper is using Google. It is a wondrous search engine, where you
can have your doubts resolved. You may also read some answers for the frequent question of how to write your research
paper or find a model research paper. You can download books from the internet. If you have all the required books, place
importance on reading, selecting, and analyzing the specified information. Then sketch out your research paper. Use big
pictures: You may use encyclopedias like Wikipedia to get pictures with the best resolution. At Global Journals, you should
strictly follow here.

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XIV
6. Bookmarks are useful: When you read any book or magazine, you generally use bookmarks, right? It is a good habit
which helps to not lose your continuity. You should always use bookmarks while searching on the internet also, which will
make your search easier.
7. Revise what you wrote: When you write anything, always read it, summarize it, and then finalize it.
8. Make every effort: Make every effort to mention what you are going to write in your paper. That means always have a
good start. Try to mention everything in the introduction—what is the need for a particular research paper. Polish your
work with good writing skills and always give an evaluator what he wants. Make backups: When you are going to do any
important thing like making a research paper, you should always have backup copies of it either on your computer or on
paper. This protects you from losing any portion of your important data.
9. Produce good diagrams of your own: Always try to include good charts or diagrams in your paper to improve quality.
Using several unnecessary diagrams will degrade the quality of your paper by creating a hodgepodge. So always try to
include diagrams which were made by you to improve the readability of your paper. Use of direct quotes: When you do
research relevant to literature, history, or current affairs, then use of quotes becomes essential, but if the study is relevant
to science, use of quotes is not preferable.
10. Use proper verb tense: Use proper verb tenses in your paper. Use past tense to present those events that have
happened. Use present tense to indicate events that are going on. Use future tense to indicate events that will happen in
the future. Use of wrong tenses will confuse the evaluator. Avoid sentences that are incomplete.
11. Pick a good study spot: Always try to pick a spot for your research which is quiet. Not every spot is good for studying.
12. Know what you know: Always try to know what you know by making objectives, otherwise you will be confused and
unable to achieve your target.
13. Use good grammar: Always use good grammar and words that will have a positive impact on the evaluator; use of
good vocabulary does not mean using tough words which the evaluator has to find in a dictionary. Do not fragment
sentences. Eliminate one-word sentences. Do not ever use a big word when a smaller one would suffice.
Verbs have to be in agreement with their subjects. In a research paper, do not start sentences with conjunctions or finish
them with prepositions. When writing formally, it is advisable to never split an infinitive because someone will (wrongly)
complain. Avoid clichés like a disease. Always shun irritating alliteration. Use language which is simple and straightforward.
Put together a neat summary.
14. Arrangement of information: Each section of the main body should start with an opening sentence, and there should
be a changeover at the end of the section. Give only valid and powerful arguments for your topic. You may also maintain
your arguments with records.
15. Never start at the last minute: Always allow enough time for research work. Leaving everything to the last minute will
degrade your paper and spoil your work.
16. Multitasking in research is not good: Doing several things at the same time is a bad habit in the case of research
activity. Research is an area where everything has a particular time slot. Divide your research work into parts, and do a
particular part in a particular time slot.
17. Never copy others' work: Never copy others' work and give it your name because if the evaluator has seen it anywhere,
you will be in trouble. Take proper rest and food: No matter how many hours you spend on your research activity, if you
are not taking care of your health, then all your efforts will have been in vain. For quality research, take proper rest and
food.
18. Go to seminars: Attend seminars if the topic is relevant to your research area. Utilize all your resources.
19. Refresh your mind after intervals: Try to give your mind a rest by listening to soft music or sleeping in intervals. This
will also improve your memory. Acquire colleagues: Always try to acquire colleagues. No matter how sharp you are, if you
acquire colleagues, they can give you ideas which will be helpful to your research.
20. Think technically: Always think technically. If anything happens, search for its reasons, benefits, and demerits. Think
and then print: When you go to print your paper, check that tables are not split, headings are not detached from their
descriptions, and page sequence is maintained.
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21. Adding unnecessary information: Do not add unnecessary information like "I have used MS Excel to draw graphs."
Irrelevant and inappropriate material is superfluous. Foreign terminology and phrases are not apropos. One should never
take a broad view. Analogy is like feathers on a snake. Use words properly, regardless of how others use them. Remove
quotations. Puns are for kids, not grunt readers. Never oversimplify: When adding material to your research paper, never
go for oversimplification; this will definitely irritate the evaluator. Be specific. Never use rhythmic redundancies.
Contractions shouldn't be used in a research paper. Comparisons are as terrible as clichés. Give up ampersands,
abbreviations, and so on. Remove commas that are not necessary. Parenthetical words should be between brackets or
commas. Understatement is always the best way to put forward earth-shaking thoughts. Give a detailed literary review.
22. Report concluded results: Use concluded results. From raw data, filter the results, and then conclude your studies
based on measurements and observations taken. An appropriate number of decimal places should be used. Parenthetical
remarks are prohibited here. Proofread carefully at the final stage. At the end, give an outline to your arguments. Spot
perspectives of further study of the subject. Justify your conclusion at the bottom sufficiently, which will probably include
examples.
23. Upon conclusion: Once you have concluded your research, the next most important step is to present your findings.
Presentation is extremely important as it is the definite medium though which your research is going to be in print for the
rest of the crowd. Care should be taken to categorize your thoughts well and present them in a logical and neat manner. A
good quality research paper format is essential because it serves to highlight your research paper and bring to light all
necessary aspects of your research.
Informal Guidelines of Research Paper Writing
Key points to remember:
• Submit all work in its final form.
• Write your paper in the form which is presented in the guidelines using the template.
• Please note the criteria peer reviewers will use for grading the final paper.
Final points:
One purpose of organizing a research paper is to let people interpret your efforts selectively. The journal requires the
following sections, submitted in the order listed, with each section starting on a new page:
The introduction: This will be compiled from reference matter and reflect the design processes or outline of basis that
directed you to make a study. As you carry out the process of study, the method and process section will be constructed
like that. The results segment will show related statistics in nearly sequential order and direct reviewers to similar
intellectual paths throughout the data that you gathered to carry out your study.
The discussion section:
This will provide understanding of the data and projections as to the implications of the results. The use of good quality
references throughout the paper will give the effort trustworthiness by representing an alertness to prior workings.
Writing a research paper is not an easy job, no matter how trouble-free the actual research or concept. Practice, excellent
preparation, and controlled record-keeping are the only means to make straightforward progression.
General style:
Specific editorial column necessities for compliance of a manuscript will always take over from directions in these general
guidelines.
To make a paper clear: Adhere to recommended page limits.
Mistakes to avoid:
• Insertion of a title at the foot of a page with subsequent text on the next page.
• Separating a table, chart, or figure—confine each to a single page.
• Submitting a manuscript with pages out of sequence.
• In every section of your document, use standard writing style, including articles ("a" and "the").
• Keep paying attention to the topic of the paper.

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• Use paragraphs to split each significant point (excluding the abstract).
• Align the primary line of each section.
• Present your points in sound order.
• Use present tense to report well-accepted matters.
• Use past tense to describe specific results.
• Do not use familiar wording; don't address the reviewer directly. Don't use slang or superlatives.
• Avoid use of extra pictures—include only those figures essential to presenting results.
Title page:
Choose a revealing title. It should be short and include the name(s) and address(es) of all authors. It should not have
acronyms or abbreviations or exceed two printed lines.
Abstract: This summary should be two hundred words or less. It should clearly and briefly explain the key findings reported
in the manuscript and must have precise statistics. It should not have acronyms or abbreviations. It should be logical in
itself. Do not cite references at this point.
An abstract is a brief, distinct paragraph summary of finished work or work in development. In a minute or less, a reviewer
can be taught the foundation behind the study, common approaches to the problem, relevant results, and significant
conclusions or new questions.
Write your summary when your paper is completed because how can you write the summary of anything which is not yet
written? Wealth of terminology is very essential in abstract. Use comprehensive sentences, and do not sacrifice readability
for brevity; you can maintain it succinctly by phrasing sentences so that they provide more than a lone rationale. The
author can at this moment go straight to shortening the outcome. Sum up the study with the subsequent elements in any
summary. Try to limit the initial two items to no more than one line each.
Reason for writing the article—theory, overall issue, purpose.
• Fundamental goal.
• To-the-point depiction of the research.
• Consequences, including definite statistics—if the consequences are quantitative in nature, account for this; results of
any numerical analysis should be reported. Significant conclusions or questions that emerge from the research.
Approach:
o Single section and succinct.
o An outline of the job done is always written in past tense.
o Concentrate on shortening results—limit background information to a verdict or two.
o Exact spelling, clarity of sentences and phrases, and appropriate reporting of quantities (proper units, important
statistics) are just as significant in an abstract as they are anywhere else.
Introduction:
The introduction should "introduce" the manuscript. The reviewer should be presented with sufficient background
information to be capable of comprehending and calculating the purpose of your study without having to refer to other
works. The basis for the study should be offered. Give the most important references, but avoid making a comprehensive
appraisal of the topic. Describe the problem visibly. If the problem is not acknowledged in a logical, reasonable way, the
reviewer will give no attention to your results. Speak in common terms about techniques used to explain the problem, if
needed, but do not present any particulars about the protocols here.
The following approach can create a valuable beginning:
o Explain the value (significance) of the study.
o Defend the model—why did you employ this particular system or method? What is its compensation? Remark upon
its appropriateness from an abstract point of view as well as pointing out sensible reasons for using it.
o Present a justification. State your particular theory(-ies) or aim(s), and describe the logic that led you to choose
them.
o Briefly explain the study's tentative purpose and how it meets the declared objectives.
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Approach:
Use past tense except for when referring to recognized facts. After all, the manuscript will be submitted after the entire job
is done. Sort out your thoughts; manufacture one key point for every section. If you make the four points listed above, you
will need at least four paragraphs. Present surrounding information only when it is necessary to support a situation. The
reviewer does not desire to read everything you know about a topic. Shape the theory specifically—do not take a broad
view.
As always, give awareness to spelling, simplicity, and correctness of sentences and phrases.

Procedures (methods and materials):

This part is supposed to be the easiest to carve if you have good skills. A soundly written procedures segment allows a
capable scientist to replicate your results. Present precise information about your supplies. The suppliers and clarity of
reagents can be helpful bits of information. Present methods in sequential order, but linked methodologies can be grouped
as a segment. Be concise when relating the protocols. Attempt to give the least amount of information that would permit
another capable scientist to replicate your outcome, but be cautious that vital information is integrated. The use of
subheadings is suggested and ought to be synchronized with the results section.
When a technique is used that has been well-described in another section, mention the specific item describing the way,
but draw the basic principle while stating the situation. The purpose is to show all particular resources and broad
procedures so that another person may use some or all of the methods in one more study or referee the scientific value of
your work. It is not to be a step-by-step report of the whole thing you did, nor is a methods section a set of orders.
Materials:
Materials may be reported in part of a section or else they may be recognized along with your measures.
Methods:
o Report the method and not the particulars of each process that engaged the same methodology.
o Describe the method entirely.
o To be succinct, present methods under headings dedicated to specific dealings or groups of measures.
o Simplify—detail how procedures were completed, not how they were performed on a particular day.
o If well-known procedures were used, account for the procedure by name, possibly with a reference, and that's all.
Approach:
It is embarrassing to use vigorous voice when documenting methods without using first person, which would focus the
reviewer's interest on the researcher rather than the job. As a result, when writing up the methods, most authors use third
person passive voice.
Use standard style in this and every other part of the paper—avoid familiar lists, and use full sentences.
What to keep away from:
o Resources and methods are not a set of information.
o Skip all descriptive information and surroundings—save it for the argument.
o Leave out information that is immaterial to a third party.
Results:
The principle of a results segment is to present and demonstrate your conclusion. Create this part as entirely objective
details of the outcome, and save all understanding for the discussion.
The page length of this segment is set by the sum and types of data to be reported. Use statistics and tables, if suitable, to
present consequences most efficiently.
You must clearly differentiate material which would usually be incorporated in a study editorial from any unprocessed data
or additional appendix matter that would not be available. In fact, such matters should not be submitted at all except if
requested by the instructor.

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Content:
o Sum up your conclusions in text and demonstrate them, if suitable, with figures and tables.
o In the manuscript, explain each of your consequences, and point the reader to remarks that are most appropriate.
o Present a background, such as by describing the question that was addressed by creation of an exacting study.
o Explain results of control experiments and give remarks that are not accessible in a prescribed figure or table, if
appropriate.
o Examine your data, then prepare the analyzed (transformed) data in the form of a figure (graph), table, or
manuscript.
What to stay away from:
o Do not discuss or infer your outcome, report surrounding information, or try to explain anything.
o Do not include raw data or intermediate calculations in a research manuscript.
o Do not present similar data more than once.
o A manuscript should complement any figures or tables, not duplicate information.
o Never confuse figures with tables—there is a difference.
Approach:
As always, use past tense when you submit your results, and put the whole thing in a reasonable order.
Put figures and tables, appropriately numbered, in order at the end of the report.
If you desire, you may place your figures and tables properly within the text of your results section.
Figures and tables:
If you put figures and tables at the end of some details, make certain that they are visibly distinguished from any attached
appendix materials, such as raw facts. Whatever the position, each table must be titled, numbered one after the other, and
include a heading. All figures and tables must be divided from the text.
Discussion:
The discussion is expected to be the trickiest segment to write. A lot of papers submitted to the journal are discarded
based on problems with the discussion. There is no rule for how long an argument should be.
Position your understanding of the outcome visibly to lead the reviewer through your conclusions, and then finish the
paper with a summing up of the implications of the study. The purpose here is to offer an understanding of your results
and support all of your conclusions, using facts from your research and generally accepted information, if suitable. The
implication of results should be fully described.
Infer your data in the conversation in suitable depth. This means that when you clarify an observable fact, you must explain
mechanisms that may account for the observation. If your results vary from your prospect, make clear why that may have
happened. If your results agree, then explain the theory that the proof supported. It is never suitable to just state that the
data approved the prospect, and let it drop at that. Make a decision as to whether each premise is supported or discarded
or if you cannot make a conclusion with assurance. Do not just dismiss a study or part of a study as "uncertain."
Research papers are not acknowledged if the work is imperfect. Draw what conclusions you can based upon the results
that you have, and take care of the study as a finished work.
o You may propose future guidelines, such as how an experiment might be personalized to accomplish a new idea.
o Give details of all of your remarks as much as possible, focusing on mechanisms.
o Make a decision as to whether the tentative design sufficiently addressed the theory and whether or not it was
correctly restricted. Try to present substitute explanations if they are sensible alternatives.
o One piece of research will not counter an overall question, so maintain the large picture in mind. Where do you go
next? The best studies unlock new avenues of study. What questions remain?
o Recommendations for detailed papers will offer supplementary suggestions.

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Approach:
When you refer to information, differentiate data generated by your own studies from other available information. Present
work done by specific persons (including you) in past tense.
Describe generally acknowledged facts and main beliefs in present tense.

The Administration Rules

Administration Rules to Be Strictly Followed before Submitting Your Research Paper to Global Journals Inc.
Please read the following rules and regulations carefully before submitting your research paper to Global Journals Inc. to
avoid rejection.
Segment draft and final research paper: You have to strictly follow the template of a research paper, failing which your
paper may get rejected. You are expected to write each part of the paper wholly on your own. The peer reviewers need to
identify your own perspective of the concepts in your own terms. Please do not extract straight from any other source, and
do not rephrase someone else's analysis. Do not allow anyone else to proofread your manuscript.
Written material: You may discuss this with your guides and key sources. Do not copy anyone else's paper, even if this is
only imitation, otherwise it will be rejected on the grounds of plagiarism, which is illegal. Various methods to avoid
plagiarism are strictly applied by us to every paper, and, if found guilty, you may be blacklisted, which could affect your
career adversely. To guard yourself and others from possible illegal use, please do not permit anyone to use or even read
your paper and file.

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 CRITERION FOR GRADING A RESEARCH PAPER (COMPILATION)
BY GLOBAL JOURNALS

Please note that following table is only a Grading of "Paper Compilation" and not on "Performed/Stated Research" whose grading
solely depends on Individual Assigned Peer Reviewer and Editorial Board Member. These can be available only on request and after
decision of Paper. This report will be the property of Global Journals.

Topics Grades

A-B C-D E-F

Clear and concise with Unclear summary and no No specific data with ambiguous
appropriate content, Correct specific data, Incorrect form information
Abstract format. 200 words or below
Above 200 words Above 250 words

Containing all background Unclear and confusing data, Out of place depth and content,
details with clear goal and appropriate format, grammar hazy format
appropriate details, flow and spelling errors with
specification, no grammar unorganized matter
Introduction and spelling mistake, well
organized sentence and
paragraph, reference cited

Clear and to the point with Difficult to comprehend with Incorrect and unorganized
well arranged paragraph, embarrassed text, too much structure with hazy meaning
Methods and precision and accuracy of explanation but completed
Procedures facts and figures, well
organized subheads

Well organized, Clear and Complete and embarrassed Irregular format with wrong facts
specific, Correct units with text, difficult to comprehend and figures
precision, correct data, well
Result structuring of paragraph, no
grammar and spelling
mistake

Well organized, meaningful Wordy, unclear conclusion, Conclusion is not cited,

specification, sound spurious unorganized, difficult to
conclusion, logical and comprehend
concise explanation, highly
Discussion structured paragraph
reference cited

Complete and correct Beside the point, Incomplete Wrong format and structuring
References format, well organized

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 Index

A O

Abundant · 0 Orienting · 0
Ambiguity · 1

P
C
Pivotal · 1, 5, 6
Cohesion · 1, 2, 11, 13 Prioritize · 2, 3, 12
Criterion · 7

R
D
Relinquish · 4
Distort · 12

S
E
Scrutiny · 4
Endogeneity · 1 Sphericity · 7
Explicit · 1

Faltered · 6

Hierarchical · 1, 6
Homogeneity · 6

Integral · 3

Jeopardizing · 1

Midst · 4
© Global Journals