The family business succession planning literature routinely assumes two main motives on the part of incumbents: family business continuity across generations and family harmony. The cross–tabulation of these motives produces a typology consisting of four distinct combinations of motives for succession planning. In turn, these combinations suggest four outcomes of succession planning, framed as institutionalization, implosion, imposition, and individualization. The first two outcomes—institutionalization and implosion—are fully elucidated in the literature. The other two—imposition and individualization—are routinely overlooked. The proposed typology highlights the repertoire of motives that inform succession planning, and how they promote distinct succession outcomes.

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Paid maternity leave policy attracts considerable attention in Australia and internationally, not least because taking a maternity break and employment re-entry benefits economies, businesses and well-being. The literature on factors contributing to a positive relationship between paid employment, reproduction and caring is fragmented and continues to highlight the complexity of the matter. Drawing on qualitative interviews, and Williams’ theory of domesticity ideology and Pocock’s work/care regimes, I examine women’s paid employment re-entry experiences and management strategies following maternity leave in higher education in Australia. This analysis develops a critical conceptualisation of women making ‘constrained choices’ and ‘forced decisions’ to manage work/care, and relates to gender inequality in the workplace–household intersection; taking a step back in paid employment; outsourcing housework; and the complexity of childcare. Findings highlight the need for support models to promote work/life balance in the context of debates about gender equality and flexibility, and the workplace–household intersection.

Corporate social responsibility (CSR) can create value among stakeholders in both private and public sectors. In the international mining business, CSR concept plays an important role in enhancing relationships among various mining stakeholders. This paper reports on motivations and strategies of CSR by mining companies in Thailand. It argues that the CSR"s value creation process in Thailand is complex and culturally bound. To understand motivation and types of CSR activities in the mining industry, the researchers used secondary data sources from two mining MNCs. Results show that, similar to CSR in many countries, CSR activities by mining MNCs in Thailand seem to focus on participatory actions, communitarian approach and the promotion of engagement among various stakeholders. The top CSR priorities by mining MNCs in this study include social development and economic promotions. JEL Codes: M16 and F23 In most developing countries in South East Asia, such as Thailand, Vietnam, Laos, or Cambodia, CSR from MNCs is concerned with the integration of environment, social and economic considerations into business strategies and practices. However, this is not as simple as it sounds. Some argue that CSR is beneficial to MNCs that integrate it into their