Sucessao geracional na agricultura familiar : Liçoes apreendidas em duas comunidades rurais

The new pattern of modernization of agriculture and rural, in force in most rural areas of Brazil, is also present in the Southwest of Paraná. Thus, considering the marks left by this process, this research tried to see what were the factors that interfere in generational succession and began to influence the family farm's social reproduction strategy. For that, from a qualitative approach, this study sought to compare two rural communities by establishing 25 interviews each and two focus group sessions. The results of this study, it was noticed that the factors that favor the permanence of young people in rural areas were mainly: income, living in society and the inclusion of life projects of the children in the family's social reproduction strategies.

Os jovens agricultores familiares e a reproduçao geracional na agricultura familiar : Estudo de caso dos jovens residentes no município de Faxinal do Soturno - Brasil

This study examines how the youth's Professional projects in new generation of family farmers are prepared and the perspective of reproduction of the familiar mode of production. The sociological task is to specify the distinctive features of the situation of the youth in family farming, seeking to identify the elements considered in the preparation of their professional projects. Qualitative data were produced by a case study of young farmers who lives in the city of Faxinal do Soturno, a municipality belonging to the fourth colony of Italian immigration in Rio Grande do Sul/Brazil. We performed 36 interviews, consisting of open questions, adopting a semi-structured script, wich were examined by de method of content analysis. Among the results, were observed a context marked by professional projects that breaks with the succession of the family farm work. The negative ratings on agricultural work stand out, particularly on issues related to health, salubrity of work and conditions of aging in rural areas. Family and emotional issues, and also specific aspects of the juvenile condition, marked by the pursuit of autonomy and emancipation, permeate the professional projects in development and show a complex analytical framework, wich amplify the explanatory factors of migration of youth.

Sucessao geracional na agricultura familiar : Liçoes apreendidas em duas comunidades rurais

The new pattern of modernization of agriculture and rural, in force in most rural areas of Brazil, is also present in the Southwest of Paraná. Thus, considering the marks left by this process, this research tried to see what were the factors that interfere in generational succession and began to influence the family farm's social reproduction strategy. For that, from a qualitative approach, this study sought to compare two rural communities by establishing 25 interviews each and two focus group sessions. The results of this study, it was noticed that the factors that favor the permanence of young people in rural areas were mainly: income, living in society and the inclusion of life projects of the children in the family's social reproduction strategies.

Os jovens agricultores familiares e a reproduçao geracional na agricultura familiar : Estudo de caso dos jovens residentes no município de Faxinal do Soturno - Brasil

This study examines how the youth's Professional projects in new generation of family farmers are prepared and the perspective of reproduction of the familiar mode of production. The sociological task is to specify the distinctive features of the situation of the youth in family farming, seeking to identify the elements considered in the preparation of their professional projects. Qualitative data were produced by a case study of young farmers who lives in the city of Faxinal do Soturno, a municipality belonging to the fourth colony of Italian immigration in Rio Grande do Sul/Brazil. We performed 36 interviews, consisting of open questions, adopting a semi-structured script, wich were examined by de method of content analysis. Among the results, were observed a context marked by professional projects that breaks with the succession of the family farm work. The negative ratings on agricultural work stand out, particularly on issues related to health, salubrity of work and conditions of aging in rural areas. Family and emotional issues, and also specific aspects of the juvenile condition, marked by the pursuit of autonomy and emancipation, permeate the professional projects in development and show a complex analytical framework, wich amplify the explanatory factors of migration of youth.

Sucessao geracional na agricultura familiar : Liçoes apreendidas em duas comunidades rurais

The new pattern of modernization of agriculture and rural, in force in most rural areas of Brazil, is also present in the Southwest of Paraná. Thus, considering the marks left by this process, this research tried to see what were the factors that interfere in generational succession and began to influence the family farm's social reproduction strategy. For that, from a qualitative approach, this study sought to compare two rural communities by establishing 25 interviews each and two focus group sessions. The results of this study, it was noticed that the factors that favor the permanence of young people in rural areas were mainly: income, living in society and the inclusion of life projects of the children in the family's social reproduction strategies.

Os jovens agricultores familiares e a reproduçao geracional na agricultura familiar : Estudo de caso dos jovens residentes no município de Faxinal do Soturno - Brasil

This study examines how the youth's Professional projects in new generation of family farmers are prepared and the perspective of reproduction of the familiar mode of production. The sociological task is to specify the distinctive features of the situation of the youth in family farming, seeking to identify the elements considered in the preparation of their professional projects. Qualitative data were produced by a case study of young farmers who lives in the city of Faxinal do Soturno, a municipality belonging to the fourth colony of Italian immigration in Rio Grande do Sul/Brazil. We performed 36 interviews, consisting of open questions, adopting a semi-structured script, wich were examined by de method of content analysis. Among the results, were observed a context marked by professional projects that breaks with the succession of the family farm work. The negative ratings on agricultural work stand out, particularly on issues related to health, salubrity of work and conditions of aging in rural areas. Family and emotional issues, and also specific aspects of the juvenile condition, marked by the pursuit of autonomy and emancipation, permeate the professional projects in development and show a complex analytical framework, wich amplify the explanatory factors of migration of youth.

Promotion and succession management and associated retention issues in Australian law firms

The focus of this research was promotion and succession management in Australian law firms. Two staff retention issues currently faced by the Australian legal industry were identified as suggesting possible failures in this area: 1) Practitioners are leaving law firms early in their careers, 2) Female representation is disproportionally low at partnership level. The research described current Australian law firm promotion and succession practices and then explained their possible relevance to the two retention issues. The overall aim of the research was to uncover key findings and present practical recommendations to law firm managers and partners ready for incorporation into their future promotion and succession planning practice. In so doing the research aimed to benefit the Australian legal community as a whole. Four areas of literature relevant to the topic were reviewed, 1) law firm governance concluding that the fundamental values of the P²-Form remained constant (Cooper, Hinings, Greenwood & Brown, 1996; Morris & Pinnington, 1998) with ownership and strategic control of law firms remaining in the hands of partners; 2) the importance of individual practitioners to law firms concluding that the actual and opportunity costs relating to practitioner turnover were significant due to the transient nature of knowledge as a key asset of law firms (Gottschalk & Khandelwal, 2004; Rebitzer & Taylor, 2007); 3) generational differences concluding with support for the work of Finegold, Mohrman and Spreitzer (2002), Davis, Pawlowski and Houston (2006), Kuhnreuther (2003), and Avery, McKay, and Wilson (2007) which indicated that generational cohort differences were of little utility in human resources management practice; and 4) previous research relating to law firm promotion and succession practices indicating that five practices were relevant in law firm promotion outcomes; 1) firm billing requirements (Gorman & Kmec, 2009; Phillips, 2001; Noonan & Corcoran, 2004; Webley & Duff, 2007); 2) mentoring programs (Phillips, 2001; Noonan & Corcoran, 2004); 3) the existence of female partners (Gorman & Kmec, 2009; Beckman & Phillips, 2005); 4) non-partner career paths (Phillips, 2001; Corcoran & Noonan, 2004); and 5) the existence of family friendly policies (Gorman & Kmec, 2009; Phillips, 2001; Noonan & Corcoran, 2004; Webley & Duff, 2007.) The research was carried out via a sequential mixed method approach. The initial quantitative study was based upon a theoretical framework grounded in the literature and provided baseline information describing Australian law firm promotion and succession practices. The study was carried out via an on-line survey of Australian law firm practitioners. The results of the study provided the basis for the second qualitative study. The qualitative study further explained the statistically generated results and focused specifically on the two identified retention issues. The study was conducted via one-on-one interviews with Australian law firm partners and experienced law firm managers. The results of both studies were combined within the context of relevant literature resulting in eight key findings: Key findings 1) Organisational commitment levels across generational cohorts are more homogenous than different. 2) Law firm practitioners are leaving law firms early in their careers due to the heavy time commitment behaviour demanded of them, particularly by clients. 3) Law firm promotion and succession practices reinforce practitioner time commitment behaviour marking it as an indicator of practitioner success. 4) Law firm practitioners believe that they have many career options outside law firms and are considering these options. 5) Female practitioners are considering opting out of law firms due to time commitment demands related to partnership conflicting with family commitment demands. 6) A masculine, high time commitment culture in law firms is related to the decision by female practitioners to leave law firms. 7) The uptake of alternative work arrangements by female practitioners is not fatal to their partnership prospects particularly in firms with supportive policies, processes and organisational culture. 8) Female practitioners are less inclined than their male counterparts to seek partnership as an ultimate goal and are more likely to opt out of law firms exhibiting highly competitive, masculine cultures. Practical recommendations Further review of the data collected in relation to the key findings provided the basis for nine practical recommendations specifically geared towards implementation by law firm managers and partners. The first recommendation relates to the use of generational differences in practitioner management. The next six relate to recommended actions to reduce the time commitment demands on practitioners. The final two recommendations relate to the practical implementation of these actions both at an individual and organisational level. The recommendations are as follows: 1) "Generationally driven," age based generalisations should not be utilised in law firm promotion and succession management practice. 2) Expected levels of client access to practitioners be negotiated on a client by client basis and be included in client retention agreements. 3) Appropriate alternative working arrangements such as working off-site, flexible working hours or part-time work be offered to practitioners in situations where doing so will not compromise client serviceability. 4) The copying of long working hour behaviours of senior practitioners should be discouraged particularly where information technology can facilitate remote client serviceability. 5) Refocus the use of timesheets from an employer monitoring tool to an employee empowerment tool. 6) Policies and processes relating to the offer of alternative working arrangements be supported and reinforced by law firm organisational culture. 7) Requests for alternative working arrangements be determined without regard to gender. 8) Incentives and employment conditions offered to practitioners to be individualised based on the subjective need of the individual and negotiated as a part of the current employee performance review process. 9) Individually negotiated employment conditions be negotiated within the context of the firm’s overall strategic planning process. Through the conduct of the descripto-explanatory study, a detailed discussion of current law firm promotion and succession practices was enabled. From this discussion, 7 eight key findings and nine associated recommendations were generated as well as an insight into the future of the profession being given. The key findings and recommendations provide practical advice to law firm managers and partners in relation to their everyday promotion and succession practice. The need to negotiate individual employee workplace conditions and their integration into overall law firm business planning was put forward. By doing so, it was suggested that both the individual employee and the employing law firm would mutually benefit from the arrangement. The study therefore broadened its practical contribution from human resources management to a contribution to the overall management practice of Australian law firms. In so doing, the research has provided an encompassing contribution to the Australian legal industry both in terms of employee welfare as well as firm and industry level success.

Online survey of will drafters - Families and generational asset transfers: Making and challenging wills in contemporary Australia

A national online survey of private and public will drafters distributed through State/public trustee offices in seven states/territories and law societies and community legal centres across all states/territories yielded 257 responses. The survey, using questions, scales and case scenarios sought to canvas perceptions of difficulties facing will drafters and the strategies used to address them.

Review of Public Trustee Files - Families and generational asset transfers: Making and challenging wills in contemporary Australia

The Public Trustee file review was designed to address research questions relating to will disputes and socio-cultural and family norms, expectations and obligations that underpin challenges to wills. Findings from this review will augment the earlier review of all adjudicated succession law cases in Australia between January and December 2011. The research team obtained 139 cases for the review. Within the reviewed cases, parties generally needed some kind of formalised assistance to resolve disputes and almost a third ended up going to court. Most claims launched to contest wills were successful i.e. led to a change in distribution. The existence of poor and/or complex personal relationships between beneficiaries, disputants and/or the deceased were a feature of most cases involving will disputes, particularly where disputes were escalated to court. There are significant costs of will contestation both for the estate and the individuals involved in disputes. Previous research has identified that in addition to the direct costs is the indirect cost of extending the time for probate of the will. This review highlights that one of the most significant costs of will contestation is the damage to familial relationships that appears to both drive and be worsened by contestation. Findings of this review highlight the role of Public Trustees in providing financial management and advocacy services to protect and support vulnerable people in the community such as those with impaired capacity, as well as offering services such as will drafting and deceased estate administration.

Le processus de succession dans les entreprises familiales : une perspective discursive

Ce mémoire a pour objet d’étude le processus de succession dans les entreprises familiales. Pour la collecte de données, nous avons choisi d’utiliser l’entrevue semi-dirigée. Notre corpus d’analyse consiste en une petite entreprise familiale québécoise oeuvrant dans le secteur des services professionnels, qui vit présentement un transfert de la première à la deuxième génération. Au total, nous avons réalisé des entrevues avec cinq personnes : les deux propriétaires-dirigeants actuels qui sont en voie d’être succédés, leur successeure,ainsi que deux employés ayant vécu de près la succession. Nous nous sommes intéressés plus spécifiquement à la dimension communicationnelle du processus de succession, dont nous avons fait la démonstration à l’aide du modèle discursif de l’organisation de Taylor (1993). Cet exercice nous a permis d’observer deux moments clés du processus, soit l’intégration à plein temps du successeur dans l’entreprise, et le moment où le rôle de leader lui est transféré, rejoignant ainsi les conclusions de Longenecker et Schoen (1978).

Strategy for succession in family owned small businesses as a wicked problem to be tamed

Contemporary strategic-planning processes don’t help family businesses cope with some of the big problems they face. Owner managers admit that they are confronted with issues, such as those associated with succession and inter-generational transfer that cannot be resolved merely by gathering additional data, defining issues more clearly, or breaking them down into small problems. Preparing for succession is often put off or ignored, many planning techniques don’t generate fresh ideas and implementing solutions is often fraught with political peril. This paper presents a framework to explore the idea of wicked problems, its relevance to succession planning in family businesses and its implications for practice and policy. A wicked problem has many and varied elements, and is complex as well as challenging. These problems are different to hard but ordinary problems, which people can solve in a finite time period by applying standard techniques. In this paper the authors argue that the wicked problem of family business succession requires a different approach to strategy, founded on social planning processes to engage multiple stakeholders and reconcile family/business interests to foster a joint commitment to possible ways of resolution. This requires academics and practitioners to re-frame traditional business strategic planning processes to achieve more sustainable family business futures.

Succession management as a knowledge management strategy

One of the most critical issues for building innovation capacity in organisations is the acquisition and maintenance of knowledge. As knowledge is the basis of human capital, then the ability to attract, retain and engage talent is argued to be an important element of innovation. By attracting and retaining good staff, the organisation is retaining organisational knowledge which is necessary particularly for exploitation of current capabilities, but will also contribute to capacity for exploration for future innovation. This paper addresses the importance of retaining and developing staff as a critical issue for knowledge management and addresses the issue of retaining talent through effective succession management practices. The findings from an exploratory study into current practices in the Australian rail sector, provides further insight into the potentially critical issues for the effective use of succession management as a knowledge management and employee retention tool for building innovation capacity.

Responding to an ageing workforce in an Australian state

Many industrialised nations have changing demographic profiles, as increased longevity and decreased birth rates lead to an ageing population. This presents significant challenges for workforces, as older employees retire and there are insufficient numbers of younger employees to take their place. This leads to skills shortages, and strong competition for those who are available. This paper considers these issues in the context of Queensland, the third largest state of Australia. The Queensland Government is addressing the issues for all industries in the state, primarily through a Skills Plan and an Experience Pays Awareness Strategy. As the largest employer in the state, the Queensland Government has commenced implementing the Experience Pays Awareness Strategy within its own workforce. The approach touches on many facets of HRM. The HRM policy framework and tools are examined for their potential to support increased participation of older employees. A range of issues are addressed for older workers, including their competence and health and safety issues. Issues for managers include addressing myths and subtle discrimination against older workers, as well as managing cross-generational workforce. Other strategies and methods are targeted at cultural factors, such as the expectations of older workers, and the myths and discrimination against older workers. Yet other strategies are aimed at organisational issues such retention of knowledge and succession planning.

Fashion retailing and the bottom line : The effects of generational cohorts, gender, fashion fanship, attitudes and impulse buying on fashion expenditure

This study examines the influence of demographic ( eg. gender and generational cohort) and psychographic ( eg. fashion fanship, attitudes and impulse buying) drivers on frequency and levels of expenditure on fanship purchases, Using regression analysis, the results suggest that for weekly and monthly expenditure, gender and fashion fanship were significant influences, while for yearly expenditure, gender and impulse buying were significant. Attitudes towards fanship had no significant influence on expenditure. Females purchase more often and were significantly different from males on yearly expenditure, fashion fanship, attitudes and impulse buying. Generation Y is higher on purchase frequency, fashion fanship, attitudes and impulse buying compared with other cohorts under investigation.