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Competence Development and Personnel Selection in Dynastic Business Families

In: Managing Business Family Dynasties

Author

Listed:
  • Tom A. Rüsen

    (Witten/Herdecke University)

  • Heiko Kleve

    (Witten/Herdecke University)

  • Arist von Schlippe

    (Witten/Herdecke University)

Abstract

Suitable personnel selection is crucial in setting up boards: the challenges for the management of dynastic business families are enormous, so it is crucial to find and select competent people, train them and put them in appropriate positions. In this context, the organisational logic of competence and the family logic of equality also collide in dynastic families. Questions of competence promotion and personnel selection can become tense issues that need to be addressed sensitively. If the political logic of democratic majority decisions is added and there is an expectation that committee representatives should be not only competent but also popular, then it becomes clear what a mammoth task it is to successfully recruit suitable people for the management and representation of the business family. The task is made somewhat easier by the fact that the large number and diversity of shareholders increase the likelihood that at least some candidates will be found who are both willing and able to help shape the dynastic business family.

Suggested Citation

  • Tom A. Rüsen & Heiko Kleve & Arist von Schlippe, 2021. "Competence Development and Personnel Selection in Dynastic Business Families," Management for Professionals, in: Managing Business Family Dynasties, chapter 6, pages 59-70, Springer.
    • Handle: RePEc:spr:mgmchp:978-3-030-82619-2_6
    DOI: 10.1007/978-3-030-82619-2_6
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