Intergenerational Knowledge Transfer in Family Firms during Times of Digital Innovation

2021 ◽  
Vol 2021 (1) ◽  
pp. 13198
Author(s):  
Emanuela Rondi ◽  
Ruth Überbacher ◽  
Leopold Von Schlenk Barnsdorf ◽  
Marcel Hülsbeck
Keyword(s):  
Knowledge Transfer ◽  
Family Firms ◽  
Digital Innovation ◽  
Intergenerational Knowledge

Towards a taxonomy of intergenerational knowledge transfer practices

2018 ◽  
Vol 25 (2) ◽  
pp. 81-91
Author(s):  
Kerstin Kuyken ◽  
Mehran Ebrahimi ◽  
Anne-Laure Saives
Keyword(s):  
Knowledge Transfer ◽  
Comparative Study ◽  
Design Methodology ◽  
Qualitative Case Study ◽  
High Tech ◽  
Content Type ◽  
Case Study Design ◽  
Younger Workers ◽  
Intergenerational Knowledge

Purpose This paper aims to develop a better understanding of intergenerational knowledge transfer (IKT) practices by adopting a context-related and comparative perspective. Design/methodology/approach A qualitative case study design involving 83 interviews and non-participative observation in German and Quebec organizations has been chosen. Findings Two distinctive archetypes of IKT emerge from both national contexts: “we-individualizing” (Germany) and “I-connecting” (Quebec), leading to an eightfold taxonomy of IKT practices. Research limitations/implications This research is limited to young and senior workers and to high-tech sectors. Originality/value Comparative and inductive study of IKT, adaptation of IKT practices to national contexts, retaining younger workers. This inductive and comparative study allows a better adaptation of IKT practices to national contexts and therefore a better retention of younger workers.

Intergenerational learning and knowledge transfer – challenges and opportunities

2018 ◽  
Vol 25 (2) ◽  
pp. 135-142 ◽  
Author(s):  
Nataša Rupčić
Keyword(s):  
Knowledge Transfer ◽  
Systems Approach ◽  
Intergenerational Learning ◽  
Employee Perspective ◽  
Content Type ◽  
Learning Agility ◽  
Challenges And Opportunities ◽  
Internal Mobility ◽  
Information And Communication ◽  
Intergenerational Knowledge

Purpose The purpose of this paper is to highlight challenges and opportunities that surround the process of intergenerational learning and knowledge transfer. Several options in this regard have been discussed from the managerial and employee perspective. Design/methodology/approach The systems approach has been implemented to identify options of intergenerational learning and knowledge transfer that could be valuable when developing a strong individual and organizational body of knowledge with the purpose to avoid the “knowledge crash.” Findings A review and analysis regarding intergenerational diversity, especially in the light of information and communication technology and social media, has been proposed along with the discussion on possible intergenerational knowledge transfer practices and methods of developing learning agility in all generations though engaging in internal mobility and building communities of practice and learning. Research limitations/implications Conclusions and remarks provided in the paper need further empirical testing and validation. Practical implications Implications for practitioners, especially mangers, have been identified regarding recommendations for implementing intergenerational knowledge transfer solutions which could benefit all stakeholders – not only younger and senior employees but also managers responsible for pursuing enterprise development based on continuous learning and knowledge sharing. Social implications Implementation of suggestions provided in the paper regarding intergenerational knowledge transfer and learning could result in significant benefits in terms of less intergenerational conflict and stress and greater organizational working cohesion as well as further advancements in organizational learning and knowledge management. Originality/value Challenges that surround the process of intergenerational learning and knowledge transfer have been identified along with options to manage this complicated and often delicate processes from the managerial and employee perspective.

The Generational Succession in Family Firms

2020 ◽  
pp. 22-42
Author(s):  
Concetta Lucia Cristofaro ◽  
Anna Maria Melina ◽  
Rocco Reina
Keyword(s):  
Knowledge Transfer ◽  
Qualitative Analysis ◽  
Case Studies ◽  
Family Firms ◽  
Empirical Approach ◽  
Organizational Strategies ◽  
Generational Change ◽  
Health Organizations ◽  
South Italy ◽  
Generational Succession

Knowledge transfer is essential to managing a family firm's succession. Given the importance of knowledge in family firms, this chapter identifies, through an empirical approach, which are the main organizational strategies used for sharing, disseminating, and using the knowledge available as fundamental elements for survival and the development of companies in the phase of generational succession. The authors investigate the phenomenon and verify the evidence in some private health organizations interested in the generational change located in South Italy, given the lack of previous case studies. This chapter deepens the phenomenon and its recognizability by examining with a qualitative analysis of the problems existing in those who are currently living or have experienced this particular moment of business life.

Knowledge transfer in family business successions

2015 ◽  
Vol 5 (1) ◽  
pp. 17-37 ◽  
Author(s):  
Britta Boyd ◽  
Susanne Royer ◽  
Rong Pei ◽  
Xiaolei Zhang
Keyword(s):  
Knowledge Transfer ◽  
Competitive Advantage ◽  
Family Business ◽  
Family Firms ◽  
Family Businesses ◽  
Theory And Practice ◽  
Future Research ◽  
Content Type ◽  
Business Environments ◽  
Theoretical Reasoning

Purpose – Knowledge often is the fundament for strategic competitive advantage. Thus, it is highly relevant to understand better how knowledge is transferred from one generation to the next in family businesses. The purpose of this paper is to link the competitive advantage realisation in family businesses to the success of transferring strategically valuable knowledge in different business environments to the next generation. Design/methodology/approach – Building on the contingency model of family business succession (Royer et al., 2008) knowledge transfer in family businesses from different cultures is investigated in this paper. From a resource-oriented and transaction cost inspired perspective two family businesses with a similar industry background from China and Europe are compared regarding knowledge transfer in the context of family firm succession taking into account the respective transaction atmosphere. Findings – Different successions for two long-lived family firms are illustrated in a systematic fashion: based on the theoretical elements suggested both cases are described to get insights into the usefulness of the theoretical reasoning developed. On the basis of these, the cases are compared with each other and conclusions for both cases are drawn. Implications for theory and practice as well as avenues for future research are sketched. Originality/value – The focus of the current study is to gain more insight into long-lived family businesses by comparing two cases over a period of more than 200 years with regard to strategically relevant resources as well as the underlying transaction atmospheres. Implications for family firms depending on the resource types and transaction atmosphere are discussed.

Family ties and emotions: a missing piece in the knowledge transfer puzzle

2010 ◽  
Vol 17 (3) ◽  
pp. 418-436 ◽  
Author(s):  
Rosa Nelly Trevinyo‐Rodríguez ◽  
Nick Bontis
Keyword(s):  
Knowledge Transfer ◽  
Family Firms ◽  
Original Learning ◽  
Family Members ◽  
Term Survival ◽  
Content Type ◽  
Business Context ◽  
The Family ◽  
Family Based ◽  
Transfer Mechanisms

PurposeThe paper aims to develop a model of knowledge transfer that considers kinship ties and emotions in family‐based firms.Design/methodology/approachThere exist several models, which show how information flows among individuals and within organizations. One school of thought is known as Cultural‐Historical Activity Theory (CHAT), which was initially formulated by Lev Vygotsky, the Founder of the school. However, when analyzing CHAT within the family business context, the model no longer holds true. This paper examines knowledge‐transfer mechanisms through the lens of family firms.FindingsFamily traditions, ties, and emotions, which are not considered in the original learning framework, affect knowledge transfer, commitment, and the motivation of family members.Research limitations/implicationsBased on CHAT and subsequently on other social networks theories, a more appropriate next generation learning model is developed which explains how intergenerational knowledge transfer takes place within family firms.Practical implicationsThis paper improves the understanding of how family members' shared knowledge (i.e. traditions) may become sources of competitive advantages for the family firm (i.e. long‐term survival).Originality/valueThis paper is among the first known to examine knowledge‐transfer mechanisms specifically for family‐based businesses.

An empirical study about knowledge transfer, entrepreneurial orientation and performance in family firms

2016 ◽  
Vol 10 (5) ◽  
pp. 534 ◽  
Author(s):  
Ascensión Barroso Martínez ◽  
Ramón Sanguino Galván ◽  
Tomás M. Bañegil Palacios
Keyword(s):  
Knowledge Transfer ◽  
Empirical Study ◽  
Entrepreneurial Orientation ◽  
Family Firms ◽  
And Performance

scholarly journals Developing digital innovation in family firms

2021 ◽  
pp. 103-121
Author(s):  
Stefano Amato ◽  
Alessia Patuelli ◽  
Nicola Lattanzi
Keyword(s):  
Family Firms ◽  
Digital Innovation

Does Online Social Networking Automatically Lead to 21st Century Communities of Practice?

2014 ◽  
Author(s):  
Jane A. Hutt
Keyword(s):  
Knowledge Transfer ◽  
Learning Styles ◽  
Communities Of Practice ◽  
Social Networking ◽  
Approaches To Learning ◽  
Online Social Networking ◽  
Technical Content ◽  
Pros And Cons ◽  
Technical Issues ◽  
Intergenerational Knowledge

Online social networking communities can help strengthen professional ties among members of almost any profession. How useful they are to the engineering professions in contributing to the process of intergenerational knowledge transfer depends on the site. Prior to the popularity of online communications and networking tools such as Facebook, Twitter and Linked In, Power Industry engineers have utilized with varying success a number of knowledge transfer facilitation tools, both within their companies and outside them. This paper will discuss the pros and cons of both traditional and emerging methods and present specific examples that address technical issues, learning styles, differences in generational approaches to learning and communication. Issues relating to global needs in the engineering profession, organizational flexibility, the ability of people and organizations to adapt and change, and educational and workforce challenges will also be discussed. Short case studies illustrating various solutions for addressing some of these issues, including development of useful technical content and formation of communities of practice, will also be provided.

METODE TRANSFER PENGETAHUAN PADA PERUSAHAAN KELUARGA DI INDONESIA

MODUS ◽  
2016 ◽  
Vol 27 (2) ◽  
pp. 125
Author(s):  
Gabriella Hanny Kusuma
Keyword(s):  
Knowledge Transfer ◽  
Transfer Process ◽  
Interpersonal Relationship ◽  
Analysis Data ◽  
Learning By Doing ◽  
Validity And Reliability ◽  
Data Source ◽  
Transfer Method ◽  
Intergenerational Knowledge

This study aims to explore the intergenerational knowledge transfer mechanism in family frms. Using the case study method, this qualitative research examines 14 family frms. Data were obtained through semi-structured inter views with participants, and then analyzed by using content analysis. Visual mapping and temporal bracketing techniques were also used for data analysis. Data source triangulation and member checking methods were utilized to test the validity and reliability of the data. The fndings show that interpersonal relationship between the predecessor (parents) and the successor (children) is needed in the knowledge transfer process. The physical presence of the predecessor and the direct involvement of the successor in the business are two important elements in the knowledge transfer process, wherein the successor obtains information from inside and outside the frm. The intergenerational knowledge transfer process allows the successor to get real experiences and to run their own experiments. Learning-by-doing is a knowledge transfer method that is commonly used in family firms.Keywords: family business company, predecessor, successor, transfer knowledge.

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