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024 7 $a10.1007/978-3-658-24819-2
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035   $a(DE-He213)978-3-658-24819-2
035   $a(PPN)23296226X
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100   $a20181218d2019      u|         0
101 0 $aeng
135   $aurcnu||||||||
181   $ctxt$2rdacontent
182   $cc$2rdamedia
183   $acr$2rdacarrier
200 10$aCEO Succession, Leadership, and (Dis)similarity $eA Mixed Methods Approach /$fby Cristina Pratelli
205   $a1st ed. 2019.
210  1$aWiesbaden :$cSpringer Fachmedien Wiesbaden :$cImprint: Springer Gabler,$d2019.
215   $a1 online resource (235 pages)
225 1 $aFamilienunternehmen und KMU,$x2520-1182
311 08$a3-658-24818-1 
327   $aLeadership, Family Business, Cognitive Psychology -- Leadership Style Continuity and Observational Learning -- How Does Leadership Style (Dis)similarity Influence Employees? Attitudes? -- Intra-Family Leadership Succession and Leadership Style (Dis)similarity.
330   $aCEO succession represents a challenge for many companies. The leadership style of the new CEO impacts employees? attitudes which, in turn, might be biased by the comparison employees make with their previous CEO. Cristina Pratelli investigates how and why leadership style (dis)similarity between the predecessor and the successor develops and affects successor leadership effectiveness. After a literature review and a theoretical model, she presents results from a quantitative study with SMEs in Switzerland as well as a qualitative multiple-case study with family businesses based in Germany, Italy, and Switzerland. This work offers new insights into CEO selection, leadership development, and the effectiveness of organizations. Contents Leadership, Family Business, Cognitive Psychology Leadership Style Continuity and Observational Learning How Does Leadership Style (Dis)similarity Influence Employees? Attitudes? Intra-Family Leadership Succession and Leadership Style (Dis)similarity Target Groups Researchers and students in the fields of management, organizational behavior, HRM, and family business Practitioners in organizational change, HR, leadership development, and succession, as well as owners and consultants of family businesses The Author Dr. Cristina Pratelli wrote her dissertation under the supervision of Prof. Dr. Andreas Hack at the Institute of Organization and HRM at the University of Bern, Switzerland. She is currently working as consultant for change management and HR transformation.
410  0$aFamilienunternehmen und KMU,$x2520-1182
606   $aStrategic planning
606   $aLeadership
606   $aPersonnel management
606   $aBusiness Strategy and Leadership
606   $aHuman Resource Management
615  0$aStrategic planning.
615  0$aLeadership.
615  0$aPersonnel management.
615 14$aBusiness Strategy and Leadership.
615 24$aHuman Resource Management.
676   $a658.4092
700   $aPratelli$b Cristina$4aut$4http://id.loc.gov/vocabulary/relators/aut$0986820
906   $aBOOK
912   $a9910337822803321
996   $aCEO Succession, Leadership, and (Dis)similarity$92255281
997   $aUNINA