CHAPTER ONE

INTRODUCTION

1.1  Background of the study

 family and entrepreneurial dynamics intersect at some point in time and this may have an effect on entrepreneurial behaviour (e.g., Dyler & Handler, 1994; Dyer, 1992). There are various ways in which the family can influence entrepreneurship career. Among them include family involvement in business, ownership and management decision and succession. Another important element also includes early experiences in the entrepreneur’s family of origin. Early studies have emphasized on who entrepreneurs are, and also the factors that contribute to starting a business successfully (e.g., Dyler & Handler, 1994; Dyer, 1992). Studies have indicated that involvement in a family role may have an effect on functioning in a non-family, work role. Such phenomenon is known as positive inter role spillover or inter role facilitation (Hanson et al. 2006). Hanson et al. (2006) define positive inter role spillover as a process involving the transfer of positive effects, skills, values, and/or behaviours from the originating domain to the receiving domain. This definition leads us to find out if behaviours, values, family structure and interpersonal interaction styles from parents can be transferred to a person’s role, as a leader, in their work environment. Furr and Funderfamily and entrepreneurial dynamics intersect at some point in time and this may have an effect on entrepreneurial behaviour (e.g., Dyler & Handler, 1994; Dyer, 1992). There are various ways in which the family can influence entrepreneurship career. Among them include family involvement in business, ownership and management decision and succession. Another important element also includes early experiences in the entrepreneur’s family of origin. Early studies have emphasized on who entrepreneurs are, and also the factors that contribute to starting a business successfully (e.g., Dyler & Handler, 1994; Dyer, 1992). Studies have indicated that involvement in a family role may have an effect on functioning in a non-family, work role. Such phenomenon is known as positive inter role spillover or inter role facilitation (Hanson et al. 2006). Hanson et al. (2006) define positive inter role spillover as a process involving the transfer of positive effects, skills, values, and/or behaviours from the originating domain to the receiving domain. This definition leads us to find out if behaviours, values, family structure and interpersonal interaction styles from parents can be transferred to a person’s role, as a leader, in their work environment. Furr and Funder (2004) have argued that behaviour which is exhibited in family/ parenting roles may transfer to other roles that an individual perceives as being similar. This concept, known as inter role behavioral congruence (Diener & Larsen, 1984), serves as the driving mechanism used in this study to demonstrate the (2004) have argued that behaviour which is exhibited in family/ parenting roles may transfer to other roles that an individual perceives as being similar. This concept, known as inter role behavioral congruence (Diener & Larsen, 1984), serves as the driving mechanism used in this study to demonstrate the influence parenting roles can have on leadership styles at work. A study conducted by Greenhaus and Powell (2006) discusses that familial behaviour transference often occurs and this leads to a direct enhancement of the quality of life within a work role. This process is known as family-to-work enrichment, and it is a component of positive inter role spillover or facilitation that involves a process whereby the resources (e.g., skills, knowledge, and abilities) a person obtains or develops in one

role are applied to another role, enhancing that person’s performance or affective state

in the other role (Carlson et al., 2006a). An important question is whether actual leadership behaviours and skills (critical elements of leadership style) derived from parenting styles and family structure can be transferred to a person’s leadership style at work. This study is conducted to understand an important potential path for inter role facilitation: the link between parenting and leadership. The purpose of this study is to understand how certain parenting skills, structure, and styles, enhance an entrepreneur’s ability to be more efficient and effective at work through their leadership style. Based on the various parenting styles and family structure, propositions are made on the kind of leadership style that may arise from family dynamics.

1.2  Statement of research problem

There are various ways in which the family can influence entrepreneurship career these influences ranges from positive to negative influence ,when a person has been influenced negatively and a business  leadership styles is passed down to him or her that business tends to suffer, furthermore, overzealous and ambitious family members are not often satisfied with a particular leadership styles been used to steer the ship of the business and so they want to usurp the leadership position in other for them to bring in their own style of leadership. All these and more will be discussed in this study.

1.3  Objectives of the study

the primary objective of this study are as follows:

l  to find out how certain parenting skills, structure, and styles, enhance an entrepreneur’s ability to be more efficient and effective at work through their leadership style.

l  To find out if entrepreneurship leadership style can be passed down from one generation to the other.

l  To find out how to improve entrepreneurship leadership styles in other to be efficient at work.

1.4  Research questions

1.        Do you think  parenting skills, structure, and styles,  can enhance an entrepreneur’s ability to be more efficient and effective at work?

2.        Do you think entrepreneurship leadership styles can be passed down from one generation to the other?

3.        Do you think entrepreneurship leadership styles can be efficient in the work place?

1.5  Significance of the study

This study is significant because it assess family dynamics and intergenerational entrepreneurship leadership styles.

The findings of this research work will undoubtedly provide the much needed information to government organizations, marriage counselors, individuals, parents, NGOS, and academia

1.6  Scope of the study

This study intends to assess family dynamics and inter-generational entrepreneurship leadership styles. hence, this study will be delimited to a selected local government area in Anambra state.

1.7  Limitations of the study

This study was constrained by a number of factors which are as follows:

 Financial constraint is inevitable considering the present economic situations. Due to lack of finance at the researchers disposal to get materials and in printing of questionnaires. it was not possible to visit some of the communities that have been plagued by bandit activities.

 In developing countries like Nigeria, there is the problem of insufficient data.

Time factor: time factor pose another constraint since having to shuttle between writing of the research and also engaging in other academic work making it uneasy for the researcher   

1.8  Operational definition of terms

Family:this is a group of one or more parents and their children living together as a unit.

Dynamics: this is the forces which stimulate growth ,or change within a system.

Inter generational: relating to of affecting several generations.

Entrepreneur: a person who sets up businesses, taking on financial risks in the hope of profit.

Leadership styles: this is a method of providing direction and motivating people.

            REFERENCES

Dyer, Jr., W.G, & Handler, W. (1994). Entrepreneurship and family business: Exploring the connections. Entrepreneurship theory and practice, Fall, pp. 71–83.

Hanson, GC, Hammer, LB, Colton, CL. (2006). Development and validation of a multidimensional scale of perceived work-family positive spillover. Journal of Occupational Health Psychology, 11(3), 249–265. doi:10.1037/1076-8998.11.3.249

Furr, RM, & Funder, DC. (2004). Situational similarity and behavioral consistency: Subjective, objective, variable-centered, and person-centered approaches. Journal of Research in Personality, 38(5), 421–447. doi:10.1016/j.jrp.2003.10.001.

Diener, E, & Larsen, RJ. (1984). Temporal stability and cross-situational consistency of affective, behavioral, and cognitive responses. Journal of Personality and Social Psychology, 47(4), 871–883. doi:10.1037/0022-3514.47.4.871.

Carlson, DS, Kacmar, KM, Wayne, JH, Grzywacz, JG. (2006a). Measuring the positive side of the work-family interface: Development and validation of a work-family enrichment scale. Journal of Vocational Behavior, 68(1), 131–164.

Greenhaus, JH, & Powell, GN. (2006). When work and family are allies: A theory of work-family enrichment. The Academy of Management Review, 31(1), 72–92. doi:10.2307/20159186.

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