Succession in the Family Firm: A Cognitive Categorization Perspective

Matthews, Charles H.; Moore, Terrence W.; Fialko, Anne S.

doi:10.1111/j.1741-6248.1999.00159.x

Cited by 64 publications

(43 citation statements)

References 29 publications

(56 reference statements)

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…A simplified version of the Matthews et al (1999) model will serve as an adequate baseline for better understanding of these two dimensions of farm succession. An influential paper by Erikson (1980) describes how generating identity is the central issue of adolescence, which is usually the early stage of occupational choice, a point also made by many of the authors cited in the previous section.…”

Section: The Modelmentioning

confidence: 99%

“…We therefore feel it is justified to restrict a model of the decision to become a farmer to the offspring of farming households. Matthews et al (1999) have developed a seven-stage model of the succession process in the family firm which is a suitable basis for categorizing the succession process on farms. The authors distinguish the pre-business stage, the introductory stage, the introductory-functional stage, the functional stage, the advanced functional stage, the early succession, and the mature succession.…”

Section: The Modelmentioning

confidence: 99%

See 1 more Smart Citation

Tracing the process of becoming a farm successor on Swiss family farms

Mann

2007

Agric Hum Values

View full text Add to dashboard Cite

A theoretical model for farm succession is developed in which identity-related variables such as preferences for working autonomously or with animals influence occupational choice at the outset of the process, while environmental factors such as farm size and income prospects gain in importance during the latter stages of succession. A survey of 14-to-34-year-old potential farm successors in Switzerland is carried out to test the model. While female respondents focus on identity-related factors when making occupational choices, the model can be verified for several influencing variables for male successors, such as continuing the family tradition and the potential conversion of farmland to building land. For both men and women, the prospect of working alongside their parents is an important factor in the decision to take over the family farm.

show abstract

Section: The Modelmentioning

confidence: 99%

Section: The Modelmentioning

confidence: 99%

Tracing the process of becoming a farm successor on Swiss family farms

Mann

2007

Agric Hum Values

View full text Add to dashboard Cite

show abstract

“…Rosenblatt et al (1985) argue that a prerequisite for a smooth succession is the ability and willingness of family members to criticize each other tactfully and accept this criticism without becoming extensively defensive. Matthews et al (1999) specify a general leadership succession model that includes the process by which the parent/leader and child/successor evaluate each other and themselves through a cognitive categorization process. Most recently,…”

Section: Succession Planningmentioning

confidence: 99%

Succession Planning in SMEs

Motwani

Levenburg

Schwarz

et al. 2006

International Small Business Journal

View full text Add to dashboard Cite

This study reports the results from a survey of 368 family-owned small to medium size enterprises (SMEs) with regard to the importance, nature, and extent of succession planning. By categorizing SMEs according to their annual revenues, total number of employees, and number of family members employed within the firm, significant differences were found between larger and smaller firms. Consistent with extant literature, the findings reveal that most family members join the firm for altruistic reasons. Issues related to family relationships were rated as significantly more important in firms in which more family members were employed within the firm. Moreover, for firms with less than US$1m in revenues, a high priority is placed on selecting a successor who possesses strong sales and marketing skills. The findings show that regardless of their size, it is important for family-owned businesses to develop a formal plan for succession, communicate the identity of the successor, and provide training/mentoring to the incumbent CEO.

show abstract

“…Même si le successeur n'a pas de place apparente dans l'entreprise familiale, c'est toutefois durant cette période qu'il y est initié et qu'il développe une perception positive de son parent comme dirigeant (Matthews, Moore et Fialko, 1999). Souvent, c'est durant cette phase que le successeur commence à démontrer de l'intérêt pour l'entreprise pour autant que ce dernier fasse un choix implicite de celui qui prendra la relève (Hugron et Dumas, 1993 ;Matthews, Moore et Fialko, 1999). La deuxième phase débute habituellement lorsque le propriétaire-dirigeant intègre le successeur dans l'entreprise dans un poste à temps partiel ou saisonnier.…”

Section: La Succession Dans Les Entreprises Familialesunclassified

La succession dans les entreprises familiales dirigées par les femmes : une problématique en quête de chercheurs

Cadieux

Lorrain

Hugron

2012

ipme

View full text Add to dashboard Cite

La succession est l’un des volets ayant le plus été étudié en contexte d’entreprises familiales. Pourtant, bien que l’on évalue à plus de 33 % la part des entreprises appartenant à des femmes, à notre connaissance, aucune étude ne s’est encore intéressée à la problématique dans leur cas. En conséquence, l’objectif de cet article est d’expliquer comment deux champs de recherche jusqu’ici séparés peuvent être complémentaires dans la manière d’aborder la problématique de la succession en général. Il s’agit donc d’un exercice de réflexion qui, somme toute, soulève un débat d’actualité sur l’état de nos connaissances sur les femmes entrepreneures en contexte d’entreprises familiales et qui se verront bientôt confrontées à une problématique de taille, celle de la succession.Succession is one of the most studied aspects of family businesses. However, while it has been estimated that more than 33 % of such organizations are owned by women, to our knowledge no studies have yet to focus on succession in them. The objective of the present paper is therefore to show how two fields of research that have until now been separated can come together to provide insight into how to approach the problem of succession in general. It is intended to provide food for thought on a subject that is currently under discussion, i.e. what we know today about women who manage family-owned businesses and who will soon be confronted with a sizeable problem, that of succession.La sucesión es uno de los aspectos que más se ha estudiado en el contexto de empresas familiares. Sin embargo, aunque se ha evaluado en más del 33 % de las empresas pertenecientes a mujeres, a nuestro conocimiento, nadie se interesa todavía en la problemática del caso. En consecuencia, el objetivo de este artículo es explicar cómo dos campos de investigación hasta ahora separados pueden ser complementarios en la forma de abordar la problemática de la sucesión en general. Se trata entonces de un ejercicio de reflexión que, en suma, propicia un debate de actualidad acerca del estado de nuestros conocimientos sobre las mujeres empresarias en el contexto de empresas familiares y que se verán muy pronto confrontradas a una problemática de gran dimensión, la de la sucesión.Die Nachfolgeregelung zählt zu den am meisten untersuchten Gebieten im Zusammenhang mit den Familienunternehmen. Obwohl mehr als 33 % der Unternehmen Frauen gehören, hat nach unserer Kenntnis, keine Studie sich bis jetzt dieser Problematik gewidmet. Daraus erfolgte das Ziel dieses Artikels, nämlich zu klären, wie zwei sich bis jetzt getrennte Untersuchungsgebiete ergänzen können, um das Nachfolgeproblem allgemein zu erörtern.Es handelt sich also um eine Überlegungsübung, die eine aktuelle Auseinan-dersetzung unterstreicht, und zwar über unsere Kenntnisse von Unternehmerfrauen in Familienunternehmen, welche sich oft mit der Nachfolgeregelung konfrontiert sehen

show abstract

Succession in the Family Firm: A Cognitive Categorization Perspective

Cited by 64 publications

References 29 publications

Tracing the process of becoming a farm successor on Swiss family farms

Tracing the process of becoming a farm successor on Swiss family farms

Succession Planning in SMEs

La succession dans les entreprises familiales dirigées par les femmes : une problématique en quête de chercheurs

Contact Info

Product

Resources

About