Change search
CiteExportLink to record
Permanent link

Direct link
Cite
Citation style
  • apa
  • ieee
  • modern-language-association-8th-edition
  • vancouver
  • Other style
More styles
Language
  • de-DE
  • en-GB
  • en-US
  • fi-FI
  • nn-NO
  • nn-NB
  • sv-SE
  • Other locale
More languages
Output format
  • html
  • text
  • asciidoc
  • rtf
Challenges of a female successor of a family business
Linnaeus University, School of Business and Economics, Department of Organisation and Entrepreneurship.
2017 (English)Independent thesis Advanced level (degree of Master (One Year)), 15 credits / 22,5 HE creditsStudent thesis
Abstract [en]

Family businesses are the backbone of the German economy and, indeed, of almost

all economies in the world. Every year business owners face many challenges,

one of which is the succession process. Unfortunately, daughters are often

considered or perceived as less suitable or viable choice for the position of a successor,

compared to sons. The aim of the master thesis is to identify potential

challenges a female successor faces when taking over a family business and

whether various strategic and/or structural requirements need to be considered by

the daughter within the succession process. Empirical data has been gathered

within the methodological framework of the grounded theory. Semi-guided expert

interviews have been conducted to gain empirical insights. The results indicate

that the challenges each individual successor will experience as most crucial or

difficult will always depend on her personal character, on the senior family mem

bers’

behaviour during the succession process, and on the company

’s hand-over

capability at the outset of the process. Moreover, the strategic and/or structural

requirements the successor faces are not as much influenced by gender, as by the

up- or out-dated circumstances of the existing strategies and structures of the family

business, which will ultimately determine the requirements the daughter has to

fulfil. In conclusion, the succession process is very complex and burdened with

emotions from the family members. Having a clear road map for the succession

that leaves room for improvement in case of unpredictable factors in advance can

be essential for the success of the succession. Hiring an external expert as support

can be beneficial as well. Additionally, the daughter aspiring to lead her fami

ly’s

company

must be 100 % sure that her life’s vision is compatible with the vision

of the family business.

Place, publisher, year, edition, pages
2017.
Keyword [en]
Female successor, family-business, succession, female leadership, millennials
National Category
Economics and Business
Identifiers
URN: urn:nbn:se:lnu:diva-64544OAI: oai:DiVA.org:lnu-64544DiVA: diva2:1104031
Subject / course
Business Administration - Other
Educational program
Leadership and Management in International Context, Master Programme, 60 credits
Supervisors
Examiners
Available from: 2017-06-13 Created: 2017-05-31 Last updated: 2017-06-13Bibliographically approved

Open Access in DiVA

fulltext(5571 kB)51 downloads
File information
File name FULLTEXT02.pdfFile size 5571 kBChecksum SHA-512
927677da034df7b4cfc78490dc325d4a5891d4f0bd8d074247c4b884f76090b5c3faf415880105800dc2462d85c85fdb841ebdb2ead318106995a3829a8b5dff
Type fulltextMimetype application/pdf

By organisation
Department of Organisation and Entrepreneurship
Economics and Business

Search outside of DiVA

GoogleGoogle Scholar
Total: 51 downloads
The number of downloads is the sum of all downloads of full texts. It may include eg previous versions that are now no longer available

Total: 12 hits
CiteExportLink to record
Permanent link

Direct link
Cite
Citation style
  • apa
  • ieee
  • modern-language-association-8th-edition
  • vancouver
  • Other style
More styles
Language
  • de-DE
  • en-GB
  • en-US
  • fi-FI
  • nn-NO
  • nn-NB
  • sv-SE
  • Other locale
More languages
Output format
  • html
  • text
  • asciidoc
  • rtf