http://dspace.ediindia.ac.in:8181/xmlui//handle/123456789/5880 2026-05-15T14:19:43Z http://dspace.ediindia.ac.in:8181/xmlui//handle/123456789/5942 Transition Management in a Family Business: A Case of Excel Transporters Joshi, Manoj; Sinha, Amit K; Dixit, Shailja; Shukla, Balvinder The purpose of this case study is to investigate the issues that arise at the time of transition from one generation to another in closely held family businesses. This is particularly, if the founder owner-manager has to pass the heir ship to its children and specifically if it’s a female. Through this case authors have made an attempt to discuss the significance of corporate governance structure to plan transition and mitigate conflicts at the time of generational transition of business in a closely held family business. The case is based on primary research, secondary information, testing the case several times and filling the case gaps during the process. To authenticate information, multiple sources of information have been used. Results indicate conflicts started from the absence of corporate governance (Ownership) structure in family business, to power positions followed by transition. Breakdown of communication and of trust within the family unit, inadequately prepared heirs, forced entries of sibling in the business with no competence besides the patriarchs’ distribution of business were of major concern; hence, there is a need to professionalise the family business. 2017-02-22T00:00:00Z http://dspace.ediindia.ac.in:8181/xmlui//handle/123456789/5941 Issues of Self-Organization and Empowerment of Enterprise Stakeholders as Intrapreneurship: A Phenomenological Approach Bombala, Bronislaw The main aim of this article is to conduct a critical analysis of issues of self-organization and empowerment of enterprise stakeholders in the aspect of intrapreneurship by the use of the method of phenomenological praxeology, i.e. the phenomenological lens (Bombala, 2014). The second purpose is to answer the question of whether the concept of empowerment ensures ontological-ontic coherence of management and can be used as a role model for entrepreneurship, i.e. whether empowerment does men good and helps them with their development or, on the contrary, has an instrumental character and only serves to increase the effectiveness of an enterprise. 2017-02-22T00:00:00Z http://dspace.ediindia.ac.in:8181/xmlui//handle/123456789/5940 Impact of Social Capital on Organizational Innovativeness in Indian Entrepreneurial Firms Dua, Yesha Seth; Bhandarker, Asha The paper discusses the role of social capital in enhancing Organizational innovativeness in selected Indian Entrepreneurial firms. Our qualitative in-depth case studies show that both forms of social capital internal and external are important for bringing about overall organizational innovativeness that in the Product and the Market. It has been found that external social capital helps entrepreneurs in “idea generation” whereas internal social capital in “idea implementation”. Our findings indicated that the firms under study were low on radical innovativeness. However the findings also revealed that they were the high on internal and “incremental” innovations in management practices and governance structures, which in turn contributes to the overall organizational innovativeness. 2017-02-22T00:00:00Z http://dspace.ediindia.ac.in:8181/xmlui//handle/123456789/5939 Human Resource Management Practices in Family Business: Reflecting on the Agency and Stewardship Theory Mishra, Subhendu Research studies in family business have witnessed a steady rise in all forms of intellectual discourses. The enterprising families in which each generation adds a layer of entrepreneurial contribution are found across the globe. These firms are widely diverse ranging from small mom and pop shops to large privately held conglomerates. The family firms are considered as two overlapping institutions where the family play a significant role over the business and it directly influences the policies and practices governing the business which best satisfy the holding family’s economic and non-economic interests. In the context of privately held family businesses the HRM practices and its implementation varies significantly considering the development stages of a family business and the level of influence of the family. This can possess unique challenges in both the process and outcomes related to selection, performance assessment, career advancement, compensation of the employees engaged in family business. The discrepancy may impact the attraction and retention of talented employees and can negatively affect the business. The paper attempts to provide an integrative framework in the discussion of the HRM practices in the family business grounded on two prominent theories i.e. the agency and stewardship theory. By doing so it attempts to extend the scope of the theory and describe its implications on the HRM practices inside privately held family firms. The paper will draw insights by reviewing existing literature on family business with special attention to HRM practices. 2017-02-22T00:00:00Z