Perceptions of succession planning in family-owned businesses

Pooja Alfred Arambhan, A. Seetharaman
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引用次数: 0

Abstract

ABSTRACT India has the third highest number of family-owned businesses (FoBs) globally, yet their intergenerational survival is at risk. The country faces a steep decline in female labor force participation and a “youth bulge,” with 54 percent of the population below the age of 25. The postpandemic era has necessitated the need for small and medium-sized enterprises to reinvent themselves to adapt to the fast-paced digital landscape. The perceptions of human capital and the inclusion of women in family business succession planning are often ignored. The aim of this study is to investigate the relationship of nonfamily employees and gender inclusivity on the survival of family-owned businesses. The authors propose a more inclusive culture in the FoB landscape as they undertake an ethnographic study to review literature between 2017 and 2022 while highlighting the impact of organizational culture to achieve gender egalitarianism and aid the United Nations Sustainable Development Goals.
家族企业对继任计划的看法
印度拥有全球第三多的家族企业(FoBs),但它们的代际生存面临风险。该国面临着女性劳动力参与率急剧下降和“青年膨胀”,54%的人口年龄在25岁以下。大流行后时代要求中小企业进行自我改造,以适应快节奏的数字环境。人力资本和将妇女纳入家族企业继任计划的观念往往被忽视。本研究旨在探讨非家族员工与性别包容性对家族企业生存的影响。作者提出了一种更具包容性的FoB文化,他们进行了一项民族志研究,回顾了2017年至2022年之间的文献,同时强调了组织文化对实现性别平等主义和帮助联合国可持续发展目标的影响。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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