Succession Planning in Family-owned Businesses

Tatoğlu, Ekrem; Kula, Veysel; Glaister, Keith W.

doi:10.1177/0266242607086572

Cited by 78 publications

(61 citation statements)

References 33 publications

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“…However, they may remain involved in other forms such as mentoring (Lam, 2011). Tatoglu, Kula, & Glaister (2008) have shown that the complexity of FB succession process is not the least referable to the fact that only around 40% of predecessors select successors. That succession is difficult is probably also reflected in the statistics of firm-survival.…”

Section: Presentation and Analysis Of Cases Of Fb Successionmentioning

confidence: 99%

The Burden of History in the Family Business Organization

Hjorth

Dawson

2016

Organization Studies

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In this paper we focus on the study of history through the use of narratives, within the context of the prevalent form of organization worldwide: the family business. Specifically we consider the dilemma of the impossible gift of succession using Nietzsche's discussion of the burden of history and paralleling the story of a family business succession with that of Shakespeare's King Lear. This way, we seek to make a contribution to organizational studies by answering recent calls to engage more with history in studies of business organizations.By implication, the study also initiates an integration of family business studies into organization studies.

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Section: Presentation and Analysis Of Cases Of Fb Successionmentioning

confidence: 99%

The Burden of History in the Family Business Organization

Hjorth

Dawson

2016

Organization Studies

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“…These steps do not assume a deterministic view and are far from accepting a clear determination, a rational path, and a pre-determined goal [39]. As Haddadj notes [40], contrary to the dominant research logic [41,42], successions are not always under managerial control. Managers cannot handle the complete process; succession depends on the conditions that exist before succession takes place [20].…”

Section: Literature Reviewmentioning

confidence: 99%

Context as a Provider of Key Resources for Succession: A Case Study of Sustainable Family Firms

Botella-Carrubí

González-Cruz

2019

Sustainability

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Although succession is the single most important issue in family-owned businesses (FOBs), there is scarce comprehensive and integrative analysis of the context (i.e., the social, organizational, and normative setting) where succession events occur. Research usually focuses on the success or failure of succession processes, instead of the risks faced by FOBs during succession. The succession process takes time and multiple actors are involved. Therefore, succession is influenced by uncertainty and unforeseen events. This study addresses the aforementioned gap in the literature by investigating how context can reduce the risk of failure in succession. Based on organizational change theory and the resource-based view, this study considers family and business circumstances where interactions between actors take place and succession occurs. Since the research goal is deeply embedded in context, this paper presents a comparative case study of three Spanish FOBs that have experienced different kinds of organizational change in relation to management succession. The main conclusion is that risk of succession failure depends not only on detailed process design and planning, but also on a well-developed firm and family context that provides sufficient familiness resources to cope with unexpected events and address conflicts.

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“…Kritikájaként említhető, hogy kvantitatív felmérésekben egyes elemei nehezen mérhetők megbízhatóan. Tatoglu-Kula-Glaister [2008] törökországi kutatásuk során családi tulajdonban lévő vállalkozásokként azonosították azokat a cégeket, ahol a szavazati jogok többségével egy család tagjai rendelkeznek.…”

Section: A Családi Vállalkozások Definiálása a Szakirodalom Tükrébenunclassified