The purpose of this study is to establish the prevalence of barriers to women’s leadership in the family business in terms of invisibility, the glass ceiling effect, and sexism. We conduct eight ...semi-structured interviews with women holding leading managerial roles in family businesses in Mexico to identify the factors that impede/facilitate their involvement. We apply the theory of planned behavior (TPB) in order to determine how these factors support/constrain women in their roles. We find that some factors and circumstances are critical for women to achieve an important leadership role in the family business. These factors entail levels of education and experience, the extent to which women participate in strategic decision making and governance of the firm, as well as the support of the company’s founder and other family members for these women’s efficacy and self-esteem. These results challenge some of the extant findings in the literature, thus enriching the current perspectives on the leadership role of women in family firms. Moreover, this research is the first attempt to analyze impediments to women under the TPB perspective as well as one of the few studies conducted on the topic in Latin America, specifically in Mexico.
The purpose of this Special Issue is to investigate topics related to sustainability issues in the new era, especially in Industry 4.0 or other new manufacturing environments. Under Industry 4.0, ...there have been great changes with respect to production processes, production planning and control, quality assurance, internal control, cost determination, and other management issues. Moreover, it is expected that Industry 4.0 can create positive sustainability impacts along the whole value chain. There are three pillars of sustainability, including environmental sustainability, economic sustainability, and social sustainability. This Special Issue collects 15 sustainability-related papers from various industries that use various methods or models, such as mathematical programming, activity-based costing (ABC), material flow cost accounting, fuel consumption model, artificial intelligence (AI)-based fusion model, multi-attribute decision model (MADM), and so on. These papers are related to carbon emissions, carbon tax, Industry 4.0, economic sustainability, corporate social responsibility (CSR), etc. The research objects come from China, Taiwan, Thailand, Oman, Cyprus, Germany, Austria, and Portugal. Although the research presented in this Special Issue is not exhaustive, this Special Issue provides abundant, significant research related to environmental, economic, and social sustainability. Nevertheless, there still are many research topics that require our attention to solve problems of sustainability.
A literatura sobre sucessāo continua desarticulada, de modo que apenas existem estudos que oferecem uma visāo global dos fatores que contribuem para que o processo de sucessāo seja exitoso. Baseado ...em uma amostra de 230 empreendedores do agronegócio do Estado do Paraná, utilizou-se um gráfico de diferença de cinco pontos de coleta de dados para comprovar até que ponto o plano de sucessāo, o entorno familiar, o entorno organizacional e o entorno económico podem prever o exito da sucessāo. Os resultados mostraram que a variável que mais contribuiu para o exito do processo de sucessāo foi aquela sobre a qual a empresa tem menos controle: o entorno económico. Os resultados sugerem que, para garantirsua sobrevivencia, as empresas familiares devem planejar a sucessāo e fomentar o desenvolvimento de contextos familiares e organizacionais que incentivem os novos líderes a querer assumir a gestāo da empresa familiar.
Family businesses have long been one of the mainstream business models in developing countries. The smooth succession of control in family businesses is the key to their sustainable development. ...However, compared with other companies, succession in family business has demonstrated unique complexity, which also affects the development of the business. The paper is based on a review of the existing literature, starting from the theory of family business succession and combining with grounded theory. After that, we conducted field interviews of experts, coding the key factors affecting succession in family businesses in Taiwan. Finally, we explored the considerations and implications of the succession for inheritance planning. The results of this study show that consideration of succession in family businesses involves a multi-dimensional and complex decision-making process. Among the key considerations, it is found that corporate characteristics, family capital and niche inheritance are the most important without consideration of whether the continuation of the business after succession will be doomed to failure. In addition, the family relationship of affection and trust and commitment between both predecessor and successor are important factors that cannot be ignored, especially in a rapidly changing competitive market environment.
Choosing a designated survivor Halsne, Julia
Journal of business continuity & emergency planning,
2019-Jan-01, Volume:
13, Issue:
1
Journal Article
Peer reviewed
The East Bay Municipal Utility District provides drinking water to 1.4 million customers and treats wastewater for 685,000 customers on the east side of San Francisco Bay in Northern California. The ...district's products and services are vital for public health, fire protection, economic development and quality of life. The district's award-winning business continuity programme is considered a model for the water and wastewater industry. This article discusses how the district approaches succession planning - the process of identifying and developing designated individuals who can replace critical roles in leadership or critical positions when those staff members become unavailable for any reason - with particular respect to the elected board of directors.
Organizations will face leadership gaps due to the increasing volume of Millennials entering in the workplace, combined with the scarce representation of Generation X, and the growth of retiring ...Traditionalist and Baby Boomers. The purpose of this qualitative exploratory single case study was to investigate strategies healthcare talent management (TM) leaders have in place to advance Millennials to senior leadership positions. The study involved analyzing data regarding leadership strategies for Millennial advancement from 11 TM leaders, who were employed by a non-profit public healthcare organization in the Houston, Texas metro area. Participant data were acquired through semi-structured interviews, HR literature, and the review of company strategies for succession planning. Three themes and two sub-themes emerged in support of three research questions. The overarching research question for this qualitative exploratory single case study was: What strategies do non-profit healthcare TM leaders use for Millennial advancement to senior leadership roles? The two sub-research questions were: How do non-profit healthcare TM leaders develop strategies to advance Millennials to senior leadership roles in healthcare systems? How do non-profit healthcare TM leaders identify barriers that affect prioritizing implementation strategies to advance Millennials to senior leadership roles in healthcare systems? Study findings confirmed there were no formal healthcare TM strategies or a succession plan in place to advance Millennials to senior leadership roles.
As nurse executives approach retirement, it is imperative to conduct succession management for our replacements, along with other key nursing leadership positions. Nurse executives are professionally ...obligated to consciously and strategically develop leaders. Start by identifying key positions. Conduct a migration risk assessment. Establish core competencies for executive-, director-, and manager-level positions. Identify top performers and conduct individual needs assessments. Develop individualized progressive development plans and identify associated critical success factors. Prioritize, coach, and mentor top performers. This article describes the implementation of a succession management plan and provides a framework for transitioning from leadership development to succession management.
This chapter presents some stories concerning the very wealthy and very famous families and the stories emphasize that any amount of wealth is enough to destroy a family. Today, virtually every ...family is international. Family members may live in different countries or hold different citizenships, and investments are increasingly likely to be maintained cross‐border. Divorces, political risk, ever‐changing tax laws, and an almost unlimited number of other threats to wealth add to the burden for those seeking to maximize what can pass from one generation to the next. News about the difficulties of well‐known families and the failure of their asset‐protection and succession plans seems to be growing in frequency and drama. The problems we hear about cross geographies and cultures. It is simply untrue that families from one part of the world or of a particular religion are truly different from others.
Succession Palaveev, Philip
G2,
2017, 2017-09-18
Book Chapter
A good succession plan should be flexible and open to the possibility that not every future owner will come from within the firm. In many cases, the succession plan may involve a combination of ...internal and external transactions. This chapter reviews what founders do in a firm with the purpose of understanding the pieces that have to be replaced with their departure. Founders play various roles in a firm: professionals; growth generators; managers; and leader. In recent years, many firms seeking to solve their succession challenges have chosen to merge with larger firms that have both the balance sheets to finance the exit of the founders and the professionals to step in and take over client relationship, management, and growth responsibilities. A registered investment advisor (RIA) with a deep bench of professionals can be seen as a step between the internal‐only and the external succession solutions.
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