11. Combinations of large and small
In view of
opposite strengths and weaknesses of large and small firms, one should not
choose between them but seek fruitful combinations of the two.
As I noted
in the preceding item in this blog, when a new enterprise is successful and
grows, more managerial control is needed, in the specification and delegation
of tasks, in an increasingly complex division of labour, and some formal
reporting and control. Then the need for the advantages of a larger firm size
emerges. Leadership of the firm may need to be replaced, or the firm is taken
over by a large firm.
However,
large firms sometimes aim to revitalize themselves by taking over a small, more
entrepreneurial company, and often that fails. Instead of vitalizing the large
firm, the small firm is smothered in the inertia of the large one.
This
reflects the fundamental difficulty to combine exploitation and exploration
in a single organization. I will discuss that more extensively, and show
how the two can build upon each other, later in this blog, when I discuss
processes of learning, invention and innovation. Here I note that experience in
exploitation can yield a useful basis for successful exploration based on
relevant experience and knowledge, provided that it can wrench itself loose
from the conservatism of what is established.
An avenue
for this is the phenomenon of the spin-off. There, an employee with an
original idea that is uncertain and is not seen to fit well in established
perspectives, structures and procedures, steps out to develop the idea as an
independent entrepreneur. This may be seen as a ‘betrayal’ by the parent firm,
but that is a mistake. It is much better to see it as an opportunity, as
follows.
Encourage
the wayward employee to make the step, help him/her to compensate for
weaknesses of the small firm, in providing specialist support or advice,
provide venture capital, and promise the possibility of return to the company
if the venture fails, as is by far the most likely outcome. In this way one
creates several options.
In case of
failure a daring and original worker is recovered for the firm: it is often not
the worst employee who has the vision and courage to spin off, and after
failure he/she has renewed motivation to make the best of the work inside the
parent firm.
If the
venture succeeds but the result turns out not to fit well in the portfolio of
products and markets of the firm, or in its strategic vision of expansion, then
its share in the spin-off can be sold at a profit.
If the venture
succeeds and the result is attractive to the parent firm, and the small firm
runs into its limitations to exploitation and expansion, and the need to make
to transition to management, the innovator can be invited back into the parent
company to lead or guide the further development of the innovation inside it.
The risk of getting smothered in the large company is still there but is
limited by the returning employees knowledge and experience with the
company.
This
theoretical merit of spin-offs is amply confirmed in a large number of
empirical studies that show that indeed spin-offs form a major motor of
innovation.
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