Organizational Learning and Knowledge DevelopmentPeculiarities in Small and Medium Family Enterprises

The aim of this theoretical contribution is to analyze the processes of organizational learning and knowledge development within the small and medium sized family firm. Due to its founding characteristics, family SME seems to be a closed, hermetic and rigid organization. Besides, the specificity of mechanisms of learning and knowledge management, in general, within this entity are justified by:- First, the overlapping of "family" and "company" spheres: the family sphere realizes a unique contribution because it constitutes a supplementary source of knowledge inbound to the company compared to a firm without family involvement, - Then, the frequency of the exchanges within the organization: the processes of exchange of piece of information and knowledge take place not only in the organizational context but also and especially in the family context. The family meetings constitute, for example, supplementary occasions for exchange and sharing of knowledge.Schematically, two major characters inherent to this entity constitute obstacles to organizational learning. Indeed, conservatism and independence orientation strongly influence the processes of learning and knowledge development.The literature suggests that the family system attempts to create and maintain a cohesiveness that supports the family "paradigm" which is described as the core assumptions, beliefs, and convictions that the family holds in relation to its environment. Information that is not consistent with this paradigm is resisted or ignored (Davis, 1983). The search for security, conformism and tradition are characteristic of conservative organizations. Particularly to the family firm, the conservative posture could be studied through three dimensions (Miller and ali., 2003). First, on the governance level, the conservatism is exhibited by the plateauing and the growing rigidity of the owner-manager and by the inefficacy of the board of directors. Second, on the strategy level, conservative family SME favorites its actual markets, customers and products and globally is unwilling to change and adopt new paradigms. Then, on the organizational and cultural levels, this entity tends to be closed and introvert. These three components have an impact on knowledge development as the conservatism tends to limit the variation and the exposition to new environments. In short, within this entity the level of organizational knowledge would be weak.The second variable influencing the processes of development of knowledge within family SME is the independence orientation. This orientation is a consequence of the family long-term commitment to the business. Paradoxically, this commitment has two contradictory effects on growth. First, it implies the pursuit of future development and continuity of the firm to make sure that the family heritage is passed on to the following generations. On the other hand, commitment implies a strategy of conservation of the heritage which passes by a strong seek for the independence. Aiming to guarantee its continuity, the (small and medium-sized) family firm establishes an independence orientation of three different types. First, from the financial point of view, it avoids as much as possible turning to outside partners (Hirigoyen, 1985). Then, on the human plan, it would be favorable to the appointment of family members or individuals belonging to the close relational circle to the posts of direction and would be reluctant to the recruitment of professional directors. Finally, to maintain the decision-making in hands of the family, the family firm tends to avoid the inter-organizational relations, cooperative investments, and tries to limit the sharing of the control of its investments. The contribution of outsiders (financiers, directors or partner organizations) can, however, be precious to the company. And the introversion would be a major obstacle to the perpetuity of the firm because it inhibits growth. As a consequence, independence orientation limits the accumulation of knowledge because, on one hand, the horizons of the company will be limited and little varied, and on the other hand, the potential valuable knowledge contribution of outsiders is excluded.The study of these variables raises questions about the efficacy of the organizational memory within the family firm. This organization runs particular risks because of the peculiarity of its knowledge management mechanisms. Because of its founding natural characteristics, the family firm nurtures mechanisms which reinforce the causal ambiguity (Nelson and Winter, 1982) by strengthening the voluntary effort to avoid either a too fast imitation or the loss of knowledge-based resources if the individual or the group holding it leaves the organization (Arrégle, 1995). In short, family firms show an inclination to concentrate the processes of knowledge management around its tacit dimension by encouraging its formation contrarily to the explicit component. However the weak externalization of knowledge coupled with the avoidance of sharing outside the family causes serious risks. First, an obvious risk of deterioration is present because of the weak importance of the organizational protection mechanisms and the strong reliance on individual memory. Moreover, we suggest a risk of erosion of knowledge due to the fragmentation caused by successions that do not preserve the unity of the firm. There is risk of "fragmentation" of the strategic knowledge if the company is shared between the potential successors. This risk would be less pronounced if a prior sharing of knowledge with outside directors had been engaged.Another particularity of family firms is about the intergenerational transmission and transfer of knowledge (Cabrera-Suarez and ali., 2001). Mechanisms inciting to intergenerational transfer of knowledge must be set up because of the negative impact of conservatism and independence on organizational knowledge and due to the fragility of family firm organizational memory.Organizational knowledge, family business, conservatism, independence orientation

The internationalization of family SME

Purpose – Owing to its specificities, the family small and medium enterprise (SME) shows a particular behavior as for the creation, development, sharing, protection and transmission of knowledge. The purpose of this paper is to study the specificities of the processes of knowledge creation and development in family firms. Design/methodology/approach – Through a questionnaire, hypotheses of the model were tested. The study is based on 118 firms belonging to various industries. After evaluating the reliability and validity of the items through exploratory and confirmatory factor analysis, the model was tested through structural equation modeling (LISREL). Findings – The model retained induces the following conclusions. Internationalization knowledge positively influences internationalization degree of the firm. The conservatism of family SME does not directly influence the level of internationalization knowledge. The influence of conservatism on internationalization knowledge is exerted only through the decisional dimension of independence orientation. The independence orientation of family SME, then with its two dimensions simultaneously (decisional and resource independence), does not significantly influence internationalization knowledge. Contrary to decisional independence which influences indirectly the degree of internationalization (through the intermediation of internationalization knowledge), resource independence influences directly the dependant variable. The mediation of internationalization knowledge is thus not totally proven. Social networking positively influences the amount of internationalization knowledge. Research limitations/implications – A major weakness is the absence of a synchronic approach as the dependent and independent variables are measured at the same moment. A more longitudinal approach would be valuable to analyze the causal relationships between the independent variables and internationalization knowledge and internationalization degree. A second limitation is that the characteristics of the sample may limit the generalizability of the results.Family firms, Small to medium-sized enterprises, Globalization, Learning organizations, Knowledge management

Intergenerational Learning - a Topic of Discussion or a Reality? Taking a Closer Look at the Academics

In the current sharing economy, intergenerational learning is seen as a solution to the aging society phenomenon. Nevertheless, this field is still in an embryonic stage of development and most studies are either conceptual or based on a qualitative approach. This research concentrates on the academics who analyze the concept of “intergenerational learning” to determine whether they are treating this issue as a research topic or they are actively supporting the process in their daily activity. To achieve this goal, the qualitative and quantitative approaches are combined and a multi-stage research strategy is employed. The latter is dominated by an inductive character which is reflected by the fact that the focus is on analyzing previously researched phenomena from a different perspective. Thus, a documentary study that focuses on the articles published on SCOPUS and Web of Science, during 2008 – 2019, is combined with social network analysis, and the relationships established among the academics are emphasized. The results bring forward that: (i) most academics come from Europe and North America, and they share their knowledge with those who work on the same continent; (ii) most studies regarding intergenerational learning represent the result of the cooperation established between the members of Generation X and Generation Y; and (iii) through intergenerational cooperation, the academics share knowledge regarding education sciences, knowledge management, and human resource management. The results have both theoretical and practical implications. On the one hand, they extend the literature on intergenerational learning by providing an empirical analysis of the intergenerational knowledge flows that are shared among the academics. On the other hand, they ensure the policy-makers that the concept of intergenerational learning is approached from a multi-criteria perspective and it proves that mixed-aged teams are a viable solution for encouraging intergenerational learning

Intergenerational Learning - a Topic of Discussion or a Reality? Taking a Closer Look at the Academics

[EN] In the current sharing economy, intergenerational learning is seen as a solution to the aging society phenomenon. Nevertheless, this field is still in an embryonic stage of development and most studies are either conceptual or based on a qualitative approach. This research concentrates on the academics who analyze the concept of ¿intergenerational learning¿ in order to determine whether they are treating this issue as a research topic or they are actively supporting the process in their daily activity. In order to achieve this goal, the qualitative and quantitative approaches are combined and a multi-stage research strategy is employed. The latter is dominated by an inductive character which is reflected by the fact that the focus is on analyzing previously researched phenomena from a different perspective. Thus, a documentary study that focuses on the articles published on SCOPUS and Web of Science, during 2008 ¿ 2019, is combined with social network analysis and the relationships established among the academics are emphasized. The results bring forward that: (i) most academics come from Europe and North America, and they share their knowledge with those who work on the same continent; (ii) most studies regarding intergenerational learning represent the result of the cooperation established between the members of Generation X and Generation Y; and (iii) through intergenerational cooperation, the academics share knowledge regarding education sciences, knowledge management, and human resource management. The results have both theoretical and practical implications. On the one hand, they extend the literature on intergenerational learning by providing an empirical analysis of the intergenerational knowledge flows that are shared among the academics. On the other hand, they ensure the policy-makers that the concept of intergenerational learning is approached from a multi-criteria perspective and it proves that mixed-aged teams are a viable solution for encouraging intergenerational learning.This work is part of the research project entitled "Strategic development of Intellectual capital. The human resource management practices that foster intergenerational learning" and supported by the Multidisciplinary Doctoral School of SNSPA (Decision 47/04.06.2019).Leon, R. (2020). Intergenerational Learning - a Topic of Discussion or a Reality? Taking a Closer Look at the Academics. Management Dynamics in the Knowledge Economy. 8(2):111-123. https://doi.org/10.2478/mdke-2020-0008S1111238

Conceptualising public-private partnerships:a critical appraisal of approaches to meanings and forms

Purpose – The purpose of this paper is to survey various meanings attached to a public-private partnership (PPP) and related aspects in Western literature, and identify commonalities and differences between them. Additionally, the article intends to critically assess conflicting and overlapping views on contractual and institutional PPPs, their forms and models, and draw insights for transitional economies. Design/methodology/approach – The article contrasts and compares views on PPP meanings, forms and models within Western PPP literature, and also draws comparisons with understanding of partnership aspects in the Russian language sources. The paper examines theories underpinning PPPs, builds connections to PPP advantages and drawbacks, and provides critical assessment of net benefits that PPPs may bring along to the society. Findings – The article concludes that future PPP research in transitional countries such as Kazakhstan and Russia, particularly in the area of organisational and power arrangements in partnerships, may delineate new concepts such as government as a guarantor of a PPP project, social significance of a PPP project, and risk management in a country’s contextual environment. Practical implications – In transitional countries, in which PPPs are in their infancy, clarification of theoretical positions, and identification of commonalities and differences between meanings attached to the PPP terminology may enable better decisions by researchers and practitioners in their selection and further development of partnerships and related concepts. Originality/value – Research in the field of PPPs in transitional countries such as Russia and Kazakhstan is in its infancy. The paper intends to contribute to the body of knowledge about PPPs by providing detailed account and categorisation of their principal meanings, forms, models, underpinning theories, and drawing insights for future research in transitional countries

Technology-Enhanced Knowledge Management Framework for Retaining Research Knowledge among University Academics

Given the challenge of retaining the research knowledge of an aging, experienced professoriate at South African Universities of Technology, institutions with a nascent tradition of scholarly research, this paper explores the feasibility of a technology-enhanced knowledge management framework for generating, sharing and retaining tacit research knowledge to leverage research outputs at the Central University of Technology (CUT), Free State, South Africa. Since digital trails of established-novice researcher interactions are left behind whenever they interact in online platforms, an examination of such interactions can provide insights into the sharing and transferring of tacit research knowledge from senior researchers to novices. This theoretical study draws on Nonaka and Takeuchi’s Theory of Organisational Knowledge Creation, an emerging technology platform, SharePoint, mainstream literature and the authors’ reflective experiences to develop a technology-enhanced knowledge management model. The paper argues that tacit knowledge can be assimilated from a comprehensive examination of the knowledge production interactions between senior academics and novices enabled by low threshold technology and collaborative sharing of content. This study’s insights are relevant to Higher Educational Institutions (HEIs) struggling to create a sustainable culture of scholarly research and grow a new generation of competent researchers amid the attrition of senior academics and the prevalence of systemic blockages in knowledge transfer processes

Continuity and change in a spin-off venture: the process of reimprinting

Because new entrants very often spin off from established firms, their learning and capabilities are closely linked to their organizational and technological heritage. While this may provide an initial advantage, parental influence can generate inertia and resistance to change, unless the new company is able to unlearn inappropriate practices and create its unique competitive identity. The tension between inheritance and search for novelty is the subject of the article. Building on an in-depth case study of Acorn Computers and ARM semiconductors, we present a model of intergenerational learning and spin-off performance. Early parental influence is followed by intense learning, improvisation and response to feedback from the market. This we term reimprinting, to emphasize the enduring competitive and organizational identity established early on by the spin-off, which in this case provided the basis for disruptive innovation. Focus on the parent–progeny dyad as the unit of analysis can reveal micro-processes that reconstitute past experience to make possible both continuity and innovation in the spin-off ventur

An Exploration of Baby Boomer Mass Retirement Effects on Information Systems Organizations

The potential knowledge loss from Baby Boomer generation employee retirements can negatively affect information systems organizations. The purpose of this hermeneutic phenomenology study was to explore the lived experiences of the leaders and managers of information systems organizations as they tried to maintain operational continuity after Baby Boomer worker retirements. The impact of this issue was the operational continuity after the Baby Boomer worker retirement. The social impact of this issue was the knowledge loss events that might result in business loss or even bankruptcy. McElroy\u27s knowledge life cycle model was the conceptual framework for this study that included knowledge production and knowledge integration processes within a feedback loop. The lived experiences of 20 knowledgeable participants who had experienced institutional knowledge loss from retired Baby Boomer generation employees were captured through purposeful sampling. Data were collected through individual interviews using either face-to-face or a web conferencing tool such as Skype and analyzed through a modified Van Kaam. Five themes were identified: business climate, delivery practices, work processes, camaraderie, and management response. Significant attributes that added to the body of knowledge were workplace navigation, alternate focus, and outsourcing management. The results of the study may enable organizations to be better able to understand and manage the Baby Boomer knowledge loss effects and subsequently create systems to help maintain their competitive edge and avoid knowledge loss that might result in business loss or even bankruptcy

Knowledge retention in organizations. A literature review and case study exploring how organizations can transfer and retain knowledge to mitigate knowledge loss when older employees retire

Master's thesis in Change managementKnowledge has become one of the greatest success factors for organizations in today’s competitive and knowledge driven landscape. But what happens when knowledge leaves? As cohorts of baby-boomers, the generation born in the post-war period are facing retirement, the field of knowledge retention is emerging. The question to be asked is clear: What can an organization do to retain knowledge in the organization, if and when facing these possibly troubled times? This study has aimed to illuminate the phenomenon of knowledge retention and knowledge transfer between generations. By conducting a structured literature review and a qualitative case study of Statoil, the study has sought to shed light on this theme from different angles. Statoil is a highly knowledge-intensive company, and the industry they with a workforce, as well as the industry as a whole, is approaching a significant generational shift. That made it a relevant and interesting case to draw experiences from. The main findings indicate that awareness is an important starting point for all retention and transfer activities. Strategies and practices that enhance continuous knowledge transfer and retention is found to be a key for mitigating knowledge loss in the long run, as are a repertoire of flexible knowledge transfer methods. The study finds that mutual exchange of knowledge should be applied as a model in knowledge transfer initiatives. Findings point to how translation competence can play a significant role in the knowledge transfer process. In addition, it has come to light that leadership with deliberate direction and encouragement for knowledge retention seems to be of much importance for how knowledge retention and knowledge transfer between generations can happen. An understanding of how knowledge retention can happen may be vital for organizations that wants to stay competitive. This research has been a contribution in illuminating this topic additionally, and can thus be used for learning in organizations with similar challenges

Good benefactors managing design expectations

Product design graduates can present themselves as over confident, unrealistic and even arrogant to potential clients. They seem to assume knowledge about their benefactors and have some false expectations of what it means to be a designer. Design courses should provide opportunities for students to explore their own background and experience. They need to develop an understanding the importance of social networks and be able to work with a wider range of organizations. It is vital that they understand the value of intellectual property and its central role in design exchange today. There is more than one design career route open to them and they must be able to change and adapt and be ready to take up opportunities. This paper is written from the viewpoint of a design historian and design manager, who has a fractional post teaching Contextual Studies on a Product Design course, at The University of Northampton, whilst running a specialist design consultancy. Those teaching design should learn to be good benefactors and manage their undergraduates' expectations