Andres Hatum's Adaptation or Expiration in Family Firms: Organizational PDF

By Andres Hatum

ISBN-10: 184542834X

ISBN-13: 9781845428341

`Andr?s Hatum's ebook on organizational flexibility is certainly a pioneering contribution to wisdom of the difference of relatives corporations in emergent economies. In combining go degrees of research of establishment, region and nationwide company surroundings he provides a different photograph of the contextual forces using swap. via his precise time sequence research of managerial motion, he's capable of disclose and clarify the aggregate of context and motion which bills for version in organizational flexibility over the years. this can be a impressive contribution which others can construct on for years to come.'- From the foreword by way of Andrew M. Pettigrew, collage of bathtub, UKAndr?s Hatum explores determinants of organizational flexibility during this exam of 4 family-owned businesses, versatile and much less versatile, from the suitable for eating oil and pharmaceutical industries. by way of an leading edge research - together with longitudinal research, coding research, statistical research and using unique show charts - he illustrates the determinants of flexibleness and sheds mild at the technique of transformation and model of kin enterprises, a space that has no longer but been the topic of intensive empirical inquiry. The administration literature has claimed that the complexity of industrial contexts has compelled enterprises to confront hypercompetitive or high-velocity environments. at the back of such claims lies a brand new curiosity within the dynamics of variation, and specifically a firm's flexibility as a fashion of adjusting lower than stipulations of uncertainty. the companies studied right here have needed to deal with the environmental volatility that characterised Argentina for a few years. the writer identifies 5 determinants of flexibility as a collection of organizational and managerial services that enabled a few companies to evolve fast in a hugely aggressive atmosphere: heterogeneity of the dominant coalition, centralization and formalization of decision-making, low macroculture embeddedness, environmental scanning, and a powerful organizational id. those findings have been analyzed and interpreted by way of constructing theoretical rules from 3 components among which traditionally there was no interface: organizational flexibility, organizational innovativeness and institutional embeddedness.This insightful exam into what allows a few family-owned companies to live on and thrive and motives others to fail may be of curiosity to lecturers all in favour of company flexibility and version, in addition to to managers and vendors of kin companies.

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Extra info for Adaptation or Expiration in Family Firms: Organizational Flexibility in Emerging Economies

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If there are competing mindsets or values and a fluctuating balance of power among the dominant coalition, the endogenous dynamics are enablers of change. Diversity among the top team – deriving from different professional experience and backgrounds, and even the appointment of a new CEO stimulates the flow of new ideas in the organization. These mechanisms mean that an organization is less tied down by prevailing archetypes (Greenwood and Hinings, 1988), less likely to accept environmental pressure and more likely to challenge the outer context (Westphal and Zajac, 2001).

How professionalization is handled in family firms can often determine whether or not the firm will continue to grow and thrive. There are a number of reasons why a family firm might want to professionalize its current management team. Dyer Jr (1996) states that one reason for bringing nonfamily managers into the company is because there is sometimes a lack of management talent within the family. A second reason Dyer stresses is that professionalizing the management is a way to change the norms and values of the firm.

1990); Damanpour (1991, 1992) At the top managerial level of the firm Heterogeneity of the dominant coalition (for example diversity of backgrounds and experience and cosmopolitan mindset) Literature on organizational flexibility: Adler (1988); Bahrami (1992); Volberda (1996, 1997, 1999); Heijltjes (2000); Calori et al. (2000); Combe and Greenley (2004) Literature on organizational innovativeness: Moch and Morse (1977); Hage and Dewar (1973); Daft (1978); Kimberly and Evanisko (1981); Rogers (1983); Damanpour (1991, 1996) Institutional Theory Literature: Oliver (1991, 1992); Greenwood and Hinings (1996); Zondra and Hinings (1998); FoxWolfgramm et al.

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Adaptation or Expiration in Family Firms: Organizational Flexibility in Emerging Economies by Andres Hatum


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