The enterprises running under Family Corporation are common business model all around the world. According to statistics of America, only 30% of family corporate can last its business to 2nd generation, but no more than 15% of companies do survive the transition from the founder to third generation. This indicates family corporation is facing one big dilemma which is business succession planning.
Family business succession planning composed two key issues, which are culture and spirit. During succession planning, successfully transition is long-term process rather than one turning point. With family businesses, restructuring organization can be happened and management of leadership can also be changed even injection of ERP.
Think of family business succession are broken into five main issues; succession planning, training, coaching, supporting or on his own. Between different capabilities of two generations, each step may be an obstacle for next development of succession planning. Examine the strengths of all possible successors as objectively as possible and think about what is best for the business. Early succession planning also gives successor adequate learning time to learn how to make right decision at right timing.
Revolution is rethinking the meaning of self-existing. Family Corporation B starts from setting up specific goal. The transition of the business model from founder to next generation is owner¡¦s philosophy to management system. Opening a dialogue among family members is the best way to begin the process of a successful succession plan. By reorganizing corporation, some staffs may have side effects on new leadership. The new leader has to persuade each one of staff to accept new behavior by using different strategies and methods. Without fully supports of all employees for change, revolution won¡¦t be successful.
In terms of the case study, this case shows the planning and design of behavior model how to minimize staff¡¦s resistance under execution of revolution. This is the most important issue to determine whether revolution is successful or not. Furthermore, succession planning in advance is good. The study tells that the longer you get to spend on family business succession planning the smoother the transition process is likely to be. A good succession plan can ensure that you have a good management system and maintain corporate value to keep the business alive and cohesiveness among family members.
| Identifer | oai:union.ndltd.org:NSYSU/oai:NSYSU:etd-0606112-102356 |
| Date | 06 June 2012 |
| Creators | Hsu, Chih-Chia |
| Contributors | Dr. WU, Jen-Ho, Dr. LIN, Hsin-Hui, Dr. KUO, Feng-Yuan |
| Publisher | NSYSU |
| Source Sets | NSYSU Electronic Thesis and Dissertation Archive |
| Language | Cholon |
| Detected Language | English |
| Type | text |
| Format | application/pdf |
| Source | http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0606112-102356 |
| Rights | user_define, Copyright information available at source archive |
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