Abstract
Firm-level growth was defined by the entrepreneurs in this study as specific areas that are relevant to their respective businesses. This empirical evidence is more relevant than the undifferentiated general meanings of growth that ignore the heterogeneous nature of organizational growth and performance which is evolving and developing. These definitions are specific to these firms (Table 8.1), and the interplay of these factors are unique to this work. This said, how knowledge is shared and communicated in the context of manufacturing, technology and business development is embedded well within research streams in organizational theory and entrepreneurship studies. It is also noteworthy that recent literature recognizes that size is influential in relation to human resource management (HRM) decisions, and that different sized firms are affected differently by external factors affecting their growth (Kitching and Marlow 2013; Lai et al. 2016). In this work the standard definition of size applies; Firm A and B are medium in size (50–249 employees) and Firm C is large (more than 249 employees).
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Taylor, L. (2017). Organizationally Defined Growth and the Interplay with Cognition and Biases. In: The Entrepreneurial Paradox. Palgrave Macmillan, London. https://doi.org/10.1057/978-1-137-56949-3_8
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DOI: https://doi.org/10.1057/978-1-137-56949-3_8
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