O compartilhamento do conhecimento em uma empresa do setor do vestuário localizada na cidade de Criciúma, SC a partir do processo de sucessão familiar

Volpato, Débora; Vieira, Adriana Carvalho Pinto; Zilli, Júlio César; Santos, Guilherme Spiazzi dos

doi:10.22279/navus.2018.v8n2.p101-111.621

Cited by 5 publications

(15 citation statements)

References 0 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Bornholdt (2005), on the other hand, considers a series of fundamentals to identify a family business, among them; the shareholding control belongs to one of them, the blood ties determine the succession, the relatives find themselves in strategic positions and the organization's values merge with those of the family. context of business management (Volpato et al, 2018), without the size being a relevant criterion for analyzing its challenges, since small, medium and large family businesses present similar challenges (Matias, 2004), while the succession to be deduced from the course of evolution of the entrepreneurial family is a process of greater relevance (Lansberg & Astrachn, 1994, Lansberg, 1998, 1999. Without the generational succession transition, we have an entrepreneurial company, given the coexistence still with the first generation, that is, its founder (Matias, 2004).…”

Section: Succession In Family Businessesmentioning

confidence: 99%

“…The process of transition of power between generations, therefore, can be planned (with a focus on adaptation) and abrupt (with disruptions) (Leone, 1991;Ballinger & Marcel, 2010). Whereas unpredictable factors, such as the successor's death, the logic of succession planning imprints the vulnerability of business concentration in the figure of the founding entrepreneur (Volpato et al, 2018). In this case, planning privileges the necessary training for the successor to continue the business, as well as communication about the responsibilities inherent to the performance (Volpato et al, 2018), which the organizational and administrative structure can support the process, minimizing challenges associated with the focus of the future vision (Vancil, 1987;Werner, 2004).…”

Section: Succession In Family Businessesmentioning

confidence: 99%

“…Whereas unpredictable factors, such as the successor's death, the logic of succession planning imprints the vulnerability of business concentration in the figure of the founding entrepreneur (Volpato et al, 2018). In this case, planning privileges the necessary training for the successor to continue the business, as well as communication about the responsibilities inherent to the performance (Volpato et al, 2018), which the organizational and administrative structure can support the process, minimizing challenges associated with the focus of the future vision (Vancil, 1987;Werner, 2004). Succession, from a planning perspective, can result in an opportunity to realign organizational strategies (Miller, Le Breton-Miller, & Scholnick, 2008).…”

Section: Succession In Family Businessesmentioning

confidence: 99%

See 2 more Smart Citations

Contributions to Succession in a Family Business from the Perspective of Global University Entrepreneurial Spirit Students’ Survey (GUESSS)

Bizarria¹,

Barbosa²,

Santana³

et al. 2022

IJEF

View full text Add to dashboard Cite

Relationship between family support and organizational commitment is investigated, in the attitude of succession in a family business, and, this one, in the succession intention. Therefore, the research operationalizes constructs studied by the Global University Entrepreneurial Spirit Students’ Survey, in a survey with 289 university students from the Federal University in Brazil. Structural modeling showed satisfactory adjustment indices to support the seven hypotheses of the study: family support assumes an important explanatory capacity for the variation of affective commitment (R2=38%), as well as of normative commitment (R2=41%); commitment (affective and normative) assumes an important explanatory capacity for the variation in the succession attitude (R2=49%); and, the suggested relationship between the succession attitude and the succession intention (β=0.775; t=22.772, p=0.000), in addition to being supported, demonstrates the greater explanatory capacity of the predictor construct variation (R2=60%). It was concluded, therefore, that prior planning, with actions that mobilize future family members (successors) can result in the achievement of the longevity of these companies.

show abstract

Section: Succession In Family Businessesmentioning

confidence: 99%

Section: Succession In Family Businessesmentioning

confidence: 99%

Section: Succession In Family Businessesmentioning

confidence: 99%

See 1 more Smart Citation

Contributions to Succession in a Family Business from the Perspective of Global University Entrepreneurial Spirit Students’ Survey (GUESSS)

Bizarria¹,

Barbosa²,

Santana³

et al. 2022

IJEF

View full text Add to dashboard Cite

show abstract

“…Given these data, the importance of the success and continuity of this type of business for the Brazilian and Portuguese economies is clear. For Volpato et al . (2018), one of the greatest challenges for the continuity of this type of business is the success of the succession plan.…”

Section: Introductionmentioning

confidence: 99%

The presence of women in family SMEs' succession process: a conceptual framework guided by gender perspective

Franco,

Nagilla,

Rodrigues

2023

JFBM

View full text Add to dashboard Cite

PurposeThis study aims to analyze how the presence of women is seen in family small and medium-sized enterprises’ (SMEs) succession process from the successors' perspective.Design/methodology/approachTo do so, the multiple case study method (qualitative approach) was used: five Brazilian SMEs and three Portuguese SMEs, and the data-collecting techniques were the online interview and documentary analysis. Data analysis was through content analysis using NVivo software.FindingsThe empirical evidence obtained led to the conclusion that the natural succession process is predominant in the family SMEs studied here. Although succession planning is present in some firms, these plans are informal and not rigid as regards deadlines. Nor do they present stages and tasks that could be considered as a planned succession.Practical implicationsThe study shows that successors do not see gender as a relevant criterion for the choice of successor. It is concluded that women's participation in family SME succession, even to a lesser extent, is still marked by gender inequality. So, this study provides directions to policymakers and researchers to focus on developmental programmes for the presence of women in family SMEs' succession process.Originality/valueAlthough some successors consider that these firms' performance may be different due to gender characteristics, others emphasize that management is the same. Therefore, this study provides the futuristic direction to policymakers, researchers and educators for focusing on the enhancement of women entrepreneurs which plays a crucial role in the family SMEs' succession process. Therefore, a conceptual framework is proposed that explains the articulation of different categories to understand the gender perspective in family firms' succession.

show abstract

“…Uma empresa familiar é aquela cuja propriedade é controlada por uma única família e em que dois ou mais membros da família influenciam significativamente a direção e as políticas do negócio, por meio de seus cargos de gerência, direitos de propriedade ou papéis familiares (DONNELLEY, 1976;LODI, 1987;DAVIS, 1996;ADACHI, 2006;GALLI, 2015). As empresas podem ser de capital fechado ou aberto, dependendo do seu nível de evolução (GARCIA, 2001;LEONE, 2005;VOLPATO;VIEIRA;ZILLI, 2018).…”

Section: Introductionunclassified

A Visão Dos Sucessores De Organizações Familiares Do Agronegócio

Molina

Caligioni

Galli

et al. 2019

II Simpósio De Tecnologias Da Fatec De Sertãozinho (SITEFA/Stz)

View full text Add to dashboard Cite

Por ter um papel relevante na economia brasileira, o agronegócio é bem representado por empresas familiares, e quando estas passam pelo processo de sucessão familiar, enfrentam dificuldades e, as vezes ações sem sucesso. O presente trabalho tem como objetivo mapear as percepções durante o processo sucessório em 12 empresas familiares na região de Ribeirão Preto, tendo como referência a visão dos sucessores, identificando os fatores facilitadores e restritivos. Como metodologia, a atual pesquisa elegeu o método descritivo, o qual adotou caráter qualitativo, utilizando entrevistas semiestruturadas em profundidade, além de observação não participante para coleta de dados.

show abstract

O compartilhamento do conhecimento em uma empresa do setor do vestuário localizada na cidade de Criciúma, SC a partir do processo de sucessão familiar

Cited by 5 publications

References 0 publications

Contributions to Succession in a Family Business from the Perspective of Global University Entrepreneurial Spirit Students’ Survey (GUESSS)

Contributions to Succession in a Family Business from the Perspective of Global University Entrepreneurial Spirit Students’ Survey (GUESSS)

The presence of women in family SMEs' succession process: a conceptual framework guided by gender perspective

A Visão Dos Sucessores De Organizações Familiares Do Agronegócio

Contact Info

Product

Resources

About