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A survey of young microfirms was conducted to investigate their growth intentions. The findings confirm the distinct profiles of four types of firms categorized on the basis of current and future employment: Lifestyler, Entrepreneur, Manager, and Mover. They differ in terms of the owner's perceptions of the desirability and practicality of growing their firm, and with respect to the moderating variables of industry affiliation, business location, and investment level. Research issues and service implications for business support agencies are identified.

The past two decades have witnessed little, if any, growth in the numbers of small firms with employees in the UK. At the same time, a substantial growth in the numbers of self‐employed without employees as a component of the UK national labour force has been witnessed. The current article reports on a recent study into direct selling that accounts for around 500,000 “independent contractors” at any one time, albeit, in this case, operating often as part of an invisible economy, though linked with household‐name direct selling companies. With the advent of more large companies, such as the recently privatised utilities, using direct selling as a distribution format, there is a strong case for achieving a wider understanding of the dynamics of this system.

Under the Thatcher Government′s “Enterprise Culture”, the size of the small business sector has frequently been taken as a key indicator of economic success in Britain. Measurement of achievement in such terms does indeed indicate a high degree of economic buoyancy. However, a deeper examination of available data indicates that much of this success may be illusory and dependent for its survival on substantial levels of state intervention. At the same time, an examination of regional patterns of small business success reveals a picture somewhat similar to that pertaining to the economy as a whole. Far from raining down success selectively on economically deprived areas, as had been hoped in some circles, it appears that it is the most prosperous areas which tend to support the highest levels of enterprise.

A framework for evaluating public opinion towards franchising is proposed and empirically tested in an emerging market, India. Franchising in an emerging market was selected as the context because – (1) future growth is likely to come from newly emerging markets, (2) franchising is primarily seen as a foreign concept in emerging markets and has attracted its fair share of attention, both positive and negative. The results indicate that people evaluate franchising using four key factors – well being of small businesses, socio‐economic, socio‐cultural well being, and employment opportunity. This study further investigates the relationship between these factors and patronage behaviour. Some of these factors were associated with patronage behaviour and the associated residual feeling. Clearly, in order to succeed in emerging and developing markets, the franchising industry must pay heed to public opinion.

Franchising has long been seen as an avenue into small business. For some, it offers opportunities to build up franchise systems, as franchisors, by cloning small business success in exchange for a royalty. For many others, as franchisees, it offers opportunities for self‐employment, combining elements of the independence normally associated with self‐employment allied with the security derived from association with a tried‐and‐tested business system. However, there is an ongoing debate, the ownership redirection thesis, which suggests that franchise systems will only characteristically seek to involve franchisees in their business growth strategies during the early phases of business development. Thereafter, when finance, human capital and local market intelligence resources are no longer at a premium, the thesis predicts, franchisors will reduce their dependence on franchising with franchisees the prime casualties. Assesses the available evidence on the ownership redirection thesis and offers some fresh data on the issue.

This article provides an overview of the changing pattern of education and training for small business in the UK (in so far as such training is carried out in the education sector). The article is divided into two parts. Part I provides an overview of the key factors influencing training provision in the UK, in particular the growth of official policies of support for small firms development. It then reviews the overall needs that might be met by programmes for small business and postulates a model based on the career cycle for consideration of teaching and training opportunities. Part II, to be published later, surveys the management problems that the education sector faces in coming to terms with small business and discusses how these might be overcome. The evidence for this is based on a 1982 survey of teachers who have attended the UK Small Business Management Teachers Programme. This programme, which has been operating since 1977, is presently run by a consortium of Trent Polytechnic, Central London Polytechnic, London Business School and Durham University Business School. The programme aims to encourage the systematic development of the response of the education sector in the UK to the needs of the smaller business.