Toward developing an applied framework to help foster success in generational transition of family businesses

Flynn, Jan; Duesing, Robert J.

doi:10.1080/08276331.2018.1510695

Cited by 4 publications

(5 citation statements)

References 69 publications

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“…Emergent Theme 1: Coaching Through Education The first themes that emerged were coaching, mentoring, and education as strategies used to improve employee engagement among Millennial workers. These themes aligned with findings by Flynn and Duesing (2020), who asserted that mentoring programs in the multigenerational workforce forced Millennials to work with older generations, therefore fostering better communication among the different generations. Managers described using coaching and mentoring as strategies to improve employee engagement among Millennial workers.…”

Section: Resultssupporting

confidence: 75%

“…Employees can work behind their generational counterparts to familiarize themselves with the roles employees of other generations fill and to get to become better acquainted with their colleagues (Lim, 2016). Starting a mentoring program for Millennial workers would allow Millennials to work with baby boomers, enabling the two generations to work more harmoniously and foster better communication in a multigenerational workplace (Flynn & Duesing, 2020). Millennials have the following expectations regarding working compensation, recognition, promotions, professional growth opportunities, manager support, and flexibility from an employer.…”

Section: A Review Of the Academic Literaturementioning

confidence: 99%

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Strategies to Engage Millennial Employees (A Multiple Case Study)

Stephens¹

2021

OJBM

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Grounded in Kahn's employee engagement theory, the purpose of this qualitative multiple case study was to explore effective strategies used by leaders in the hospitality industry to improve Millennial employee engagement. The participants were 5 hotel leaders in Virginia who successfully engaged their Millennial workforce. Data were collected from semistructured interviews, company documents, and note-taking. Data were analyzed using Yin's 5-step data analysis, member checking, and methodological triangulation. Four themes emerged: coaching through education, rewards that improve engagement, enhancing engagement through motivation, and communication that enhances awareness and receptiveness. The results of the study indicated that managers could use mentoring, communication, and incentives to engage millennial employees and decrease employee engagement barriers. The implications for positive social change include providing hospitality industry managers with a framework for understanding their Millennial workers that can potentially promote positive relationships and improve employee morale. Employee engagement strategies could potentially lead to an improvement in the societal workforce, reduce unemployment rates, and increase the US economy and tax base.

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Section: Resultssupporting

confidence: 75%

Section: A Review Of the Academic Literaturementioning

confidence: 99%

Strategies to Engage Millennial Employees (A Multiple Case Study)

Stephens¹

2021

OJBM

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“…However, a very large team can make it difficult to take advantage of the benefits of diversity due to the excessive emergence of debates (Arzubiaga, 2018), differences in objectives (Rondi et al, 2019), and diffuse responsibilities and roles (Dana & Smyrnios, 2010). Likewise, as more family members participate, family dynamics become more complex because there is a greater propensity to mix family emotions and business matters (Flynn & Duesing, 2018;Kaur & Singh, 2018). In this sense, shared values and an identity committed to change facilitate the innovation process (Elsbach & Pieper, 2019).…”

Section: Drivers and Obstacles To Change During Intergenerational Int...mentioning

confidence: 99%

“…For the aforementioned, it is not surprising that recent studies recommend investigating the effectiveness of different strategies for managing family conflicts in business (Kubíček & Machek, 2020) and nourishing with evidence for the formulation of consulting processes on generational transition, with an emphasis on family and business strategy (Flynn & Duesing, 2018). In response to this demand, this research is supported by the theory of change and the framework proposed by Heath and Heath (2018), which allows us to examine the rational, emotional, and contextual dimensions of change processes in order to respond to the question: How to drive change so that it takes place and generates positive results for family businesses?…”

Section: Introductionmentioning

confidence: 99%

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Intergenerational Interaction and Change Management in Agricultural Family Businesses: An Analysis from the Rational, Emotional, and Contextual Dimensions

Islas-Moreno,

Muñoz-Rodríguez,

Morris

2023

Innovar

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Generational transition and change reflected in innovation are crucial for the continuity of family businesses. Most of the changes are made as the generational transition progresses, having at least two generations interacting. This study analyses change management in the context of intergenerational interaction to answer the question: How to drive change so that it takes place and generates positive results for family businesses? A multiple case study design was adopted to analyse three situations of change with a sharp contrast in their results in three agricultural enterprises. A framework that examines the rational, emotional, and contextual dimensions of change processes was used to explain the results. Change was found to be more easily accomplished when: i) a sense of psychological ownership encourages new generations to contribute new ideas; ii) change generates immediate and easily visible results; iii) the number of family members involved is low; and iv) the context provides funding opportunities. In turn, change produces positive results when it is preceded by open and cognitive conflict, and when the context offers opportunities to access knowledge networks. This work is a unique piece in the sense that it analyses the management of change during intergenerational interaction, an almost permanent situation that is little studied in innovation processes in the context of family businesses.

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A conceptual framework of executive coaching in family business succession planning: the Malaysian context

Neow,

Xavier

2024

Small Enterprise Research

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Toward developing an applied framework to help foster success in generational transition of family businesses

Cited by 4 publications

References 69 publications

Strategies to Engage Millennial Employees (A Multiple Case Study)

Strategies to Engage Millennial Employees (A Multiple Case Study)

Intergenerational Interaction and Change Management in Agricultural Family Businesses: An Analysis from the Rational, Emotional, and Contextual Dimensions

A conceptual framework of executive coaching in family business succession planning: the Malaysian context

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